Sourcing

What's the Difference? Sourcing activities, like any form of activity, can easily be grouped into categories that define scope, applicability/relevance, cost, cycle time, or any other distinguishing attribute. Narrowcasting is one such category that relates to scope of target audience addressed by the activity. It is positioned between broadcasting and microcasting. Broadcast Sourcing Broadcast sourcing activities are those that focus …

Recruiting is a relatively simple four-step process, the first two steps of which are called “sourcing”: First you make potential candidates aware of your firm and its job opportunities. Second, you convince candidates to actually apply for the job. Third, you assess them. And last, you try to “sell” the final candidate on your job. When you prioritize each of …

Last week’s column, Why Branding Is Important In HR, inspired a number of you to write in with questions regarding the impact of using outsourced providers in HR on both your corporate and employment brand. Because many of you shared similar issues, this week we wanted to address methods you can employ to make sure your corporate and employment brands are …

Everyone knows that Google is one of the most popular search engines for finding information. It’s quick, accurate ó and thankfully, it’s free. But only a few savvy recruiters know that Google may also be one of the easiest to use tools on the planet for both finding and assessing top professionals. You can even use it to assess your own relative …

Many sourcing tools are centralized and depend on resources from the corporate level. However supervisors and line managers need to be able to identify candidates also. Here is a list of sourcing tools that are simple, effective and can be carried out by most managers without much (or any) corporate support. Top official ?calls? – Ask the CEO/ Group GM …

In the increasingly difficult recruiting market you must learn how to "think outside the box" if you are to get the best (or even the average) in fields like IT and Hi-tech. This is how I recommend you do it. Stop putting butts in chairs and hire "better people". "The one with the best people wins!"

Identifying the best in a functional field is easier than you think. If you are targeting the very best in a field to recruit expect them NOT to be active job seekers. Also assume you are going to have to build a long term ‘relationship’ with them in order to get them to work for you. there are no secret stars in …