Here are a few things to remember, so you don't lose possible candidates. Social sourcing can only do so much if you don't keep track of engagement. It don't mean a thing if you ain't got that.follow through. You can find lots of examples of creative job posts in this article by Undercover Recruiter. Things like short videos, memes, tweets, blog posts, or other forms of content can be a fun and easy way to spread the word about your open roles and get people to your jobs page. Focus instead on being informative and representative of your company. Social sourcing should make people excited about joining your team, so don't worry about being overly formal. Try not to only post links to job listings-have fun with it. For example, you're likely to reach more engineers by posting on GitHub or within an online coding community and you're more likely to find designers by posting on Bēhance. LinkedIn is a great place to start, but you'll be more successful the closer you get to your ideal candidate. Don't limit your posts to one or two sites. Posts from future teammates show their endorsement of our team and company and tend to get more engagement than posts from the company account.Īfter that, do the same on Instagram or Facebook or GitHub or Dribble-or anywhere your company has an online presence. Then ask your hiring manager and anyone else on the team to create their own posts about the position or to simply share yours.Īt Zapier, our recruiters love this tactic. But assuming you have an active online presence, where should you start?Īfter you've added your job posting to all the usual job sites (LinkedIn, Indeed, Glassdoor, and so on), make a fun post about the open role on your company's LinkedIn account. The success of social sourcing will depend on how active you are as a brand on social media. This is one of the easiest sourcing tools because the people who follow you on social media are already somewhat invested in your company. The goal is to reach prospects who follow you, your company, or your team, but who wouldn't see your posting on job boards because they aren't actively looking. Social sourcing just means posting about your open positions on your social media platforms. Here are a few ways you can source without hefty financial investment. What if you can't afford it? Can you still take advantage of sourcing in your hiring process? You can, and you should. You need to buy sourcing tools (like LinkedIn Recruiter or Crunchbase), hire dedicated sourcers, or outsource the work to an agency.

Recent studies show that sourced candidates are twice as likely to get hired than inbound applicants.īut good sourcing takes time and investment. It's an increasingly popular practice in recruiting-because it works.

The process of identifying and contacting these candidates is called sourcing. Large companies can invest in engaging passive candidates: qualified candidates that aren't actively looking for a new job. Now I'm a talent sourcer at Zapier, so I know first-hand that this massive number of under-qualified applicants makes it difficult to hire efficiently and effectively. I'm far from alone-it's normal for job seekers to apply for positions despite not fitting all the criteria.

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