You've perfected your product and streamlined your operations, and your brand is gaining attention.
But there's one issue: you can't find the right people fast enough to keep up.
This is where talent sourcing strategies come in.
Simply posting a job won't cut it.
The best candidates aren't just sitting around waiting for your listing; they're being actively hunted and hooked before they even think about updating their resumes.
In this article, we'll explain what talent sourcing means and share the best talent sourcing strategies.
Talent sourcing means actively looking for and connecting with potential job candidates before they apply for a position.
It is a key part of modern recruitment, especially for hard-to-fill jobs, urgent roles, or those needing specific skills.
The aim is not just to fill a position but to build relationships with candidates who fit your company culture and future needs. This way, onboarding and performance will be better.
While traditional recruiting reacts to job openings, talent sourcing takes a proactive approach.
This change in mindset can improve your entire hiring process and, therefore, talent management.
At TROIS Collective, we use effective HR solutions that help support all aspects of any business, whether small or mid-sized.
In our experience as a strategic HR partner, we have learned that talent sourcing is all about how you adapt.
Here are our favorite talent sourcing strategies.
Instead of waiting for a job vacancy to react, talent mapping helps you stay prepared.
This strategy means finding and keeping track of high-potential candidates, even when you're not hiring yet.
By building a talent pipeline early on, you can fill jobs quicker, get better candidates, and make sure your hiring aligns with what your business needs in the long run.
How can you start?
First, make a list of future hiring needs.
Use tools like LinkedIn Recruiter to save candidate profiles and sort them based on how well they match what you’re looking for.
You can also work with an expert who combines talent mapping with HR audits to ensure your hiring goals match your long-term workforce plans.
To attract top candidates, don't treat them like just another name in a list.
Personalize your messages to candidates to increase responses and engagement.
How can you do this?
First, identify the experiences, hobbies, and skills that make them unique and stand out to you.
When you highlight these points and explain why they fit the role, the candidates are more likely to engage with your message.
Keep your messages short and to the point, and avoid overselling the position, or you might hurt your company's brand.
Their compensation or team dynamics can wait until your first official meeting.
If you don't get a response right away, follow up with your candidates in a few days.
Employee referrals are a smart and budget-friendly way to find new talent.
They often lead to quicker hiring, better fits with the company culture, and higher employee retention.
But just telling about it won’t cut it.
You’ll want to set up a referral program with clear guidelines, perks, and deadlines.
Make it easy for employees to share their referrals with a simple form or online portal.
Consider offering rewards, whether cash or something else fun, and make sure to celebrate successful hires publicly.
If you're interested in diving deeper, we have a full article on this topic.
Great candidates don’t just want a job; they seek purpose, growth, and a culture that matches their values.
To attract their attention and impress your clients, create a clear recruitment pitch deck:
The best candidates often aren’t on the job hunt.
Passive candidates, who are not actively seeking new work, make up a large part of the talent pool, and they are usually highly qualified.
To grab their attention, you can't just rely on job ads.
You need a strong employer brand that actually makes people want to work for you.
(Learn more about employer brand in our blog)
Start by sprucing up your LinkedIn page and giving your careers site a makeover.
Share some stories about your team culture, growth, and the impact of what you do.
Not sure where to start? Talk about how your team works together, how managers are trained to give feedback, the importance of mental health at work, or share some successful onboarding stories from team members.
Caring for your candidate database is essential for keeping a strong talent pipeline.
Instead of starting over with each new hire, think about having a group of engaged candidates who already know your brand and want to join.
Consider putting together a casual email newsletter for potential candidates.
Keep them in the loop about what’s happening at your company, wish them happy birthdays or work anniversaries, and just check in with them every six months or so.
By nurturing your candidate database, you boost the chances that when candidates are ready for a new opportunity, they’ll think of you first.
When your HR team is too busy or your company is too small for full-time HR staff, a fractional HR partner can help.
These experts work with your team to provide focused recruitment support without extra costs.
They are particularly useful for finding difficult-to-fill positions or when you need to hire quickly.
At TROIS Collective, we offer fractional HR services that fit your business needs.
We combine help with recruitment and strategies that prioritize company culture.
Ready to apply the best talent sourcing strategies?
Job boards and spontaneous outreach aren't cutting it anymore when it comes to attracting top talent.
Nowadays, the best candidates are looking for meaning, clear expectations, and a great experience right from the start.
If you’re unsure where to start, teaming up with TROIS Collective could be a great option.
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