You're facing subpar candidates from technology platforms. How will you revamp your sourcing strategy?

Facing subpar candidates from technology platforms can be a challenge, but it presents an opportunity to revamp our sourcing strategy for better results. Firstly, we'll refine our job descriptions to attract more precise matches and utilize targeted keywords to better align with qualified candidates' skills and experiences. Secondly, we'll explore niche job boards and industry-specific forums to reach a more focused audience. Additionally, leveraging employee referrals and networking within professional communities can tap into passive candidates who may not be actively searching but possess the desired skills.

𝐇𝐨𝐰 𝐰𝐢𝐥𝐥 𝐲𝐨𝐮 𝐫𝐞𝐯𝐚𝐦𝐩 𝐲𝐨𝐮𝐫 𝐬𝐨𝐮𝐫𝐜𝐢𝐧𝐠 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲? Refine Job Descriptions: Clarify role expectations and required skills. Target Niche Platforms: Focus on specialized tech communities and forums. Implement Screening Tools: Use assessments to filter candidates effectively. Enhance Employer Branding: Showcase company culture and career growth opportunities. Network Actively: Engage with industry professionals and attend relevant events.

Platforms remains the same for everyone and they operate as per our instructions.The search criteria is key in finding the ideal pool from the platforms. We often start our search with job titles and specific keywords which is not an ideal strategy,may be we might come across few relevant applications but the keyword search is not effective.Figure out the mandate skill sets and understand the roles and responsibilities,this will give us the better results. Start with a basic search and refine it accordingly based on the results.

Start by revisiting the criteria you use to screen candidates. The issue might not be with the platforms but with the filters and keywords applied in the search. Ensure your job descriptions and requirements are precise and directly related to the essential skills and competencies for the role. This approach will attract candidates who are better matched to the position and more likely to excel in your company.

Ensure your job descriptions are clear, specific, and accurately reflect the role’s requirements and responsibilities. Highlight what makes your company and the position attractive, including company culture, benefits, and opportunities for growth.

Utilize your existing workforce to find great candidates. An effective employee referral program can attract high-caliber applicants. Your current employees understand the company culture and job expectations, making them ideal for recommending potential hires. Referred candidates typically have higher retention rates, supporting long-term organizational stability.

Leverage Internal Networks: Encourage your employees to refer qualified candidates. Implement a referral program with incentives to motivate participation.

Implementing or revitalizing an employee referral program can indeed yield high-quality candidates, but to maximize its effectiveness, consider additional strategies. First, make the referral process simple and straightforward for your employees. Use digital platforms or apps designed to streamline referrals and track their progress, ensuring transparency and ease of use. Moreover, provide your employees with the right tools and information to make successful referrals. Share detailed job descriptions, key qualifications, and clearly communicate the benefits of the referral program. Offer incentives, such as cash bonuses, extra vacation days, or public recognition, to motivate and reward employees for their efforts.

Networking is a powerful tool for recruitment. Attend industry events, conferences, and seminars to connect with potential candidates in person. These interactions give you a better sense of a candidate's skills and personality than a resume can. Additionally, your participation in these events shows your commitment to finding the best talent, making your company more attractive to top professionals.

Attend Industry Events: Participate in or host networking events, job fairs, and industry conferences. This helps build relationships with potential candidates and industry professionals.

To revamp the sourcing strategy for better candidates from technology platforms, focus on optimizing job descriptions with specific technical requirements and appealing benefits. Utilize AI-powered tools for targeted candidate searches and automated screening processes to filter out unsuitable candidates efficiently. Actively engage with tech communities through networking events, forums, and partnerships to attract top-tier talent actively seeking new opportunities.

Utilize Social Media: Use platforms like LinkedIn, Twitter, and Facebook to source candidates. Share job postings and engage with industry-specific groups and communities.

Headhunting is one of the best ways to approach/find the best candidates in the market, nothing feels better than being sought after and the best candidates don’t search, they get targeted and scooped up before they become active. Not all organisations have the time or people resources to spend days trawling LinkedIn profiles or market mapping for the best candidates. This is where top tier recruitment agencies come in. The weeks and weeks spent searching can be cut down to days with a recruitment agency that has a focus and a database that is in the area you are looking for candidates in. They can turn up a shortlist of the best candidates and cut an entire recruitment process down to two/three weeks, saving time and money.

Direct Outreach: Identify and reach out to potential candidates who meet your criteria. Use LinkedIn and other professional networks to connect with passive candidates.

If tech platforms are delivering duds, it's time to switch gears. Dive deep into niche online communities where top talent lurks. Refresh your job postings with compelling narratives that attract quality candidates. Leverage employee referrals by offering enticing incentives. Experiment with AI tools to refine your search algorithms. Attend tech meetups, hackathons, and industry events to scout talent in person. Collaborate with universities for early access to bright graduates. Finally, personalize your outreach—candidates respond better to messages that speak directly to their skills and aspirations.

Invest in Training: Develop training programs to upskill current employees or new hires who show potential. This can help bridge the gap if ideal candidates are scarce.