Sourcing talent with internal mobility + ATS + external sources
The Full Pool Sourcing Method is an integrated approach to sourcing all opportune candidate sources: the employee base, ATS and external sources
Talent pools at hand
Many recruiters miss out on the talent pools that are closest to them.
The Full Pool Sourcing Method addresses all talent pools at hand.
This includes:
- The company’s current employee base
- All candidates within the ATS
- External candidate sources
1. Current employee base
The current employee base of a company is one of the most underutilized sources of talent.
Most companies do not include checking the current employee base as a fixed step in the sourcing cycle.
In many cases employees are looking for a new role. In some cases to gain more experience and in other cases because they are unhappy in their current role.
If not timely addressed you risk losing these employees to other companies.
By including the existing employee talent pool in your search you can address accessible talent that already has a connection with the company.
Own employees are very accessible, you are sure you can reach them since they are included in all corporate communication channels. In addition there is a lot of information available about them in terms of their interests and performance.
Employees moving from one role to another in the same company is also referred to as internal mobility.
Especially in large companies internal mobility can be an important way of filling positions since the employee base is large enough to shift job positions.
2. Candidates in the ATS
The Applicant Tracking System (ATS) is full of candidates who have shown interest in the company in some way.
Some might have submitted an open application, some might have applied to a job but didn’t get the job and others abandoned the application process for other reasons.
In any case these candidates can still be matching the new job the recruiter is sourcing for.
The challenge with candidates from the ATS is that candidate information can be missing because profile data and touchpoints with the candidates are not recorded very well.
Enriching candidate information with tools can solve this problem partly by improving the quality of profile data.
3. External candidate sources
External sources are sources like social media platforms (Like LinkedIn and Twitter), community platforms (like GitHub and Kaggle), personal websites and job boards.
Nowadays with the breakthrough of remote working models the entire working world population has become the potential talent pool.
External sourcing is the biggest source of hires since the talent pool is a lot larger than the current employee base or the ATS.
An integrated approach to sourcing these talent pools
The Full Pool Sourcing Method taps into the mentioned talent pools in a systematic way.
Stepped wise approach to searching these talent pools
All company’s recruiters should adopt a determined stepped wise approach to searching these talent pools.
This approach can look something like this:…
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