We use the word “sourcing” on a day to day basis. For people within the world of recruitment process outsourcing, it’s probably as common a term as “proofing” is to editors or “painting” is to artists.
Sourcing is the verbal form of the word “source,” a noun meaning a person, place or thing, from which something is obtained. When we use sourcing, we mean the search for a qualified job candidate. Our friends at the Society for Human Resource Management define it as
“-the proactive searching for qualified job candidates for current or planned open positions; it is not the reactive function of reviewing resumes and applications sent to the company in response to a job posting or pre-screening candidates.”
Sourcing can identify passive candidates, meaning those pursuing new career opportunities, or active job seekers, meaning those on the hunt for a new position. Candidates are sourced in a variety of different ways: talent pools, social media, or more traditional means like job boards.
At Personify, our proprietary sourcing strategy provides complete market coverage of active and passive candidates, while our systematic approach to screening focuses on skills and cultural fit, to quickly and effectively find individuals that have long-term potential with your company. The talent communities piece of Personify’s Talent Relationship Management solution also takes a content marketing approach to communicate with candidates to cultivate long-term relationships.