You’re a recruiter looking for the best candidate sourcing platforms. How do you find them?

Absolutely, defining sourcing objectives is key. It involves clarifying the specifics of what you aim to achieve in candidate sourcing. By outlining the required skills, experience, and qualifications and aligning them with your hiring timeline and budget, you can streamline your search for sourcing platforms that cater to your specific needs. Additionally, establishing measurable success criteria enables you to track and assess the effectiveness of your sourcing strategies.

Finding the best candidate sourcing platforms involves a blend of tactics: 1.Research: Explore specialized platforms catering to your industry. 2.Networking: Seek recommendations from fellow recruiters. 3.Trial Runs: Test platforms for usability and candidate quality. 4.Analyzing Data: Assess platform analytics for efficiency. 5.Engage with Candidates: Check where your ideal candidates engage. 6.Leverage Technology: AI-driven platforms can streamline searches. 7.Feedback Loop: Continuously refine based on performance metrics. Navigating the sea of candidate sourcing platforms is like finding treasure. It requires exploration, testing, and a keen eye for value.

First of is absolutely empirical that you have an understanding of what are your goals, your budget, the volume of applications and as well what are the job positions you are going to search, check for what countries you want to source them. Once you have all your strategy figure out, check if there is a possibility to have a period of try out and if possible have your team part of this test, check how easy was to navigate, what type of bottlenecks you might face? How quickly was to learn how to use, did it supported the amount of applications? There was any glitch? How this new platform is better them the previous one. Those are some of the many questions you need to make in order toe evaluate and prioritize your options.

In selecting sourcing platforms, researching the available options is crucial. Understand the functionalities, strengths, and limitations of various platforms like job boards, professional networks, and social media. Evaluate factors such as reach, candidate quality, engagement, and costs. Ensure compatibility with your Applicant Tracking System (ATS) and consider platforms that align with your sourcing objectives and budget. Comparing these aspects will aid in making an informed decision to meet your sourcing needs effectively.

There are numerous job platforms available nowadays, but it is important to find the right one to hire the best candidate. Firstly, you should research and categorize the platforms based on their usability for different job categories. Secondly, it is recommended to test the platform's success rate by using free trials or buying premium for a short period, using demos, and negotiating for a lower price. Lastly, when finalizing the platform, evaluate based on the quality, diversity, and response rate of the candidates.

Testing and evaluating candidate sourcing platforms is vital for making an informed decision. Opt for free trials, demos, or user reviews to assess their functionality, user-friendliness, and compatibility with your sourcing needs. Analyze metrics like candidate quality, response rates, and platform performance. This evaluation process helps in selecting the most suitable platform that aligns with your sourcing strategies and objectives.

Seeking feedback and recommendations from fellow recruiters, hiring managers, and industry experts can be pivotal in identifying effective candidate sourcing platforms. Engaging with professionals in your field allows you to glean insights into the platforms they prefer, understand the reasons behind their choices, and grasp the challenges they encounter. Active participation in online communities, forums, or groups dedicated to recruiting enables you to access a wealth of knowledge, insights, and best practices shared by experienced individuals. Leveraging their experiences can introduce you to new, potentially overlooked platforms and provide valuable guidance in your selection process.

Know your target group. know the people you are hunting. Talk to them. Ask them questions. Then test potential sourcing sources. It's also very important to know that you can use a good sourcing source badly or well. I have used LinkedIn a lot over the last 10 years. I used to just write a simple post saying I was looking for such and such a person. No one responded. Then over the years I learned to write a post that gets to people and they respond or apply. The same is true for direct mail. A recruiter is both a marketer and a salesperson.

Connect with the startups who just introduced themselves in staffing or manpower consulting. They will give you more relevant candidates. Also I would like to suggest if you are a technical recruiter start using GitHub to hunt good candidates.

Based on what position you need to fell, you should talk and connect to SME's and ask them where they spend they time at online. you can easily find they communities.

From a personal perspective: - An experienced recruiter knows which platforms work best and which don't - Knows competing companies and projects/technologies and where they can find the right people - Knows the market and can come up with valuable input - Know pretty much what type of person is right for the project and would be a good fit (applies more to internal recruiters/not agencies here) - Can negotiate with hiring managers when they have found the right person (more in-house recruiters)

In my search for the best ways to find job candidates, I don't just do the regular research and testing. Staying updated on industry trends is a big deal. I read blogs, attend online talks, and join discussions to keep up. It's not just about today's methods; it's about creating a plan that goes with the changes in the field. As a recruiter with clear goals, I look into options, test them, and ask for advice from colleagues to find the best platforms. It's not just about fixing my current plan; it's about being ready for what comes next. In the busy world of hiring, my success isn't just about finding the best platforms today; it's about being someone who can change with the industry, ready to adapt and make smart moves.