Strategically Source Candidates for the New World
How to find top talent has changed, but it’s still about quality of hire.
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.Firms who fail to adapt to the new recruiting environment risk:
- Having difficulty filling positions.
- Not meeting the surging demand for top talent.
- Being unable to compete and meet client needs.
Firms who adapt to the new recruiting environment through strategic sourcing:
- Meet challenges to talent scarcity through more opportunities to reach high-quality candidates.
- Fill critical positions to ensure the organization remains competitive.
- Put the right investment into the people, processes, and technology that will attract top talent.
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Workshops are a great way to accelerate your project. Our highly skilled facilitators take you through key phases of your project and ensure your team has the guidance needed to complete your project successfully.
Module 1: Make the case for strategic sourcing
The Purpose
- Finding top talent for critical positions is more challenging, which is having an impact on business. Firms have the opportunity to reach for strategic sourcing as a solution, but only if they make the right investment.
Key Benefits Achieved
- Build a case for project support.
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Understand the benefits of strategic sourcing |
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Module 2: Assess the current state of your strategic sourcing function
The Purpose
- Building a robust sourcing channel requires significant changes in the people, processes, and technologies involved in talent acquisition at your organization. Benchmark against the goals of the program to track the tangible business value of the project, and focus your investment where it will have the most impact.
Key Benefits Achieved
- Strategic Sourcing Diagnostic Tool
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Program goals from module 1 |
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| 2.2 | Success metrics |
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Module 3: Design a strategic sourcing process to reach out to passive candidates
The Purpose
- Don’t expect your talent acquisition team to do both strategic and tactical sourcing. The path of least resistance leads to posting jobs to boards and hoping for the right candidates to find you. Structure your organization to make strategic sourcing possible and attract the best.
Key Benefits Achieved
- Talent Profile Template
| Activities: | Outputs: | |
|---|---|---|
| 3.1 | Goals and metrics from module 2 |
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Module 4: Take advantage of strategic sourcing tools
The Purpose
- Talent acquisition specialists sourcing strategically are only as good as their tools and technologies. Use recruiting technology effectively to attract the best candidates.
Key Benefits Achieved
- Tools and technology best practices
| Activities: | Outputs: | |
|---|---|---|
| 4.1 | Exercise: Boolean search |
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| 4.2 | Exercise: Advanced Google search |
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Module 5: Get the right people involved to implement your plan
The Purpose
- Recruiters sourcing strategically need a different set of technical and recruiting skills than those sourcing tactically.
Key Benefits Achieved
- Train a talent acquisition team to reach out persuasively.
| Activities: | Outputs: | |
|---|---|---|
| 5.1 | Training exercises to hone the sourcing skills of your talent acquisition team |
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