Difference between revisions of "Sourcing Strategies"
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[[Sourcing Strategies]] (hereinafter, the ''Lectio'') is the second [[lectio|lesson part]] of the '''[[Sourcing Essentials]]''' [[lesson]] that introduces its participants to [[employment vacancy|employment vacanci]]es and related topics. | [[Sourcing Strategies]] (hereinafter, the ''Lectio'') is the second [[lectio|lesson part]] of the '''[[Sourcing Essentials]]''' [[lesson]] that introduces its participants to [[employment vacancy|employment vacanci]]es and related topics. | ||
| − | [[File:Educaship-pipeline.png|400px|thumb|[[WorldOpp Pipeline]]]]This ''lesson'' belongs to the [[Introduction to Recruitment]] session of | + | [[File:Educaship-pipeline.png|400px|thumb|[[WorldOpp Pipeline]]]]This ''lesson'' belongs to the [[Introduction to Recruitment]] session of [[EmployableU Concepts]]. |
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The predecessor [[lectio]] is [[Position Requirements]]. | The predecessor [[lectio]] is [[Position Requirements]]. | ||
| − | === | + | ===Script=== |
| − | : | + | :[[Recruiter]]s must find the [[source]]s where they can find qualified [[employment candidate]]s. |
| − | + | :Internal [[recruiter resource]]s usually are the first choice. These ''resources'' may include databases of [[pipeline candidate]]s' data, [[resume]]s, and [[social network]]s of [[stakeholder]]s. | |
| − | :[[ | ||
| − | : | + | :One group of the ''stakeholders'' are the current [[employee]]s of the [[employing organization]]. The [[employer]] has already screened them and established [[employment relationships]]. |
:When there is an [[opportunity]] for [[career progression]], the current ''employees'' may seize that ''opportunity''. When not, they may refer somebody in their networks. | :When there is an [[opportunity]] for [[career progression]], the current ''employees'' may seize that ''opportunity''. When not, they may refer somebody in their networks. | ||
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:Most of [[employer]]s routinely use [[in-network message]]s to find the ''sources''. These messages are sent to the [[employee]]s and those stakeholders who are in the organizational network. These messages contain the information about the [[employment vacancy]] and, possibly, about a [[referral fee]]. | :Most of [[employer]]s routinely use [[in-network message]]s to find the ''sources''. These messages are sent to the [[employee]]s and those stakeholders who are in the organizational network. These messages contain the information about the [[employment vacancy]] and, possibly, about a [[referral fee]]. | ||
| − | :All in all, recruitment is | + | :All in all, recruitment is not cheap. Relying on the internal sources tends to save money. A referral from a current employee significantly simplifies screening . Such a referral is a [[credential]] itself. |
| + | |||
| + | :Recruitment is also not fast. Some [[employing organization]]s start recruitment in advance. They build [[candidate pipeline]]s to have qualified candidates ready to work when an [[employment vacancy]] emerges. | ||
:When internal sources are not sufficient, ''recruiters'' may look for those [[worker]]s who are active on the ''market'', as well as those who are not. ''Employers'' may conduct [[vacancy marketing]] on their own or hire [[third-party recruiter]]s. | :When internal sources are not sufficient, ''recruiters'' may look for those [[worker]]s who are active on the ''market'', as well as those who are not. ''Employers'' may conduct [[vacancy marketing]] on their own or hire [[third-party recruiter]]s. | ||
:Building reliable sources through partnerships may be another strategy. An ''employer'' may officially or unofficially sponsor a professional [[meetup group]], [[vocational school]], media, and so on in exchange for the leads and accesses to potential [[employment candidate]]s. | :Building reliable sources through partnerships may be another strategy. An ''employer'' may officially or unofficially sponsor a professional [[meetup group]], [[vocational school]], media, and so on in exchange for the leads and accesses to potential [[employment candidate]]s. | ||
| + | |||
| + | ===Key terms=== | ||
| + | :[[Sourcing strategy]] | ||
===Closing=== | ===Closing=== | ||
| − | :Have you ever tried to source any [[employment candidate]]? --Yes/No | + | :Have you ever tried to source any [[employment candidate]]? --Yes/No/Let's move on |
'''[[Worker Competences]]''' is the successor [[lectio]]. | '''[[Worker Competences]]''' is the successor [[lectio]]. | ||
Latest revision as of 20:29, 29 October 2023
Sourcing Strategies (hereinafter, the Lectio) is the second lesson part of the Sourcing Essentials lesson that introduces its participants to employment vacancies and related topics.
This lesson belongs to the Introduction to Recruitment session of EmployableU Concepts.
Content
The predecessor lectio is Position Requirements.
Script
- Recruiters must find the sources where they can find qualified employment candidates.
- Internal recruiter resources usually are the first choice. These resources may include databases of pipeline candidates' data, resumes, and social networks of stakeholders.
- One group of the stakeholders are the current employees of the employing organization. The employer has already screened them and established employment relationships.
- When there is an opportunity for career progression, the current employees may seize that opportunity. When not, they may refer somebody in their networks.
- Most of employers routinely use in-network messages to find the sources. These messages are sent to the employees and those stakeholders who are in the organizational network. These messages contain the information about the employment vacancy and, possibly, about a referral fee.
- All in all, recruitment is not cheap. Relying on the internal sources tends to save money. A referral from a current employee significantly simplifies screening . Such a referral is a credential itself.
- Recruitment is also not fast. Some employing organizations start recruitment in advance. They build candidate pipelines to have qualified candidates ready to work when an employment vacancy emerges.
- When internal sources are not sufficient, recruiters may look for those workers who are active on the market, as well as those who are not. Employers may conduct vacancy marketing on their own or hire third-party recruiters.
- Building reliable sources through partnerships may be another strategy. An employer may officially or unofficially sponsor a professional meetup group, vocational school, media, and so on in exchange for the leads and accesses to potential employment candidates.
Key terms
Closing
- Have you ever tried to source any employment candidate? --Yes/No/Let's move on
Worker Competences is the successor lectio.
