Active Sourcing and Screening
What is it?
Active sourcing and screening is a sourcing strategy that Hire Velocity uses to find qualified, available, and interested candidates. Hire Velocity uses several different techniques to find a wide array of candidates that best fit your position’s description. We have access to over 200 job boards and have content partnerships in place with over 5,000 job-oriented websites. This gives us access to a large pool of candidates actively looking for a job. We also utilize social media such as Facebook, Twitter, LinkedIn, and blogs to find candidates that have the skills needed for our client’s positions. For an even more thorough search, we use our proprietary sourcing tools and our client’s application tracking system to search through resumes and find qualified candidates.
Upon identifying qualified candidates from our extensive searching techniques, we will telephone screen each candidate to assess his or her skills, education, and experience. The result is a list of qualified, available, and interested candidates for your open job positions.
How is it used?
Active sourcing and screening is used to find qualified, available, and interested candidates for positions that our client’s would like to fill.
Why would an organization use it?
It can be time consuming and expensive to source and screen a big pool of candidates and narrow it down to only the qualified, available, and interested ones. Hire Velocity has the resources and experience to be able to efficiently find candidates that meet our client’s specific needs and wants. Active sourcing and screening can save you time and money by driving down your recruiting costs by as much as 50%. We believe in speed and quality and pride ourselves on the ability to deliver quality candidates fast at a reasonable price.
Proactive Recruiting
Over the years, one of the biggest challenges Hire Velocity has faced is communicating the importance of proactive recruiting to our clients. A large majority of US companies approach recruiting from a much more reactive standpoint. For example, many companies fail to build the relationships and talent pipelines they should be building, when hiring is down. Instead, many companies wait until five electrical engineers are needed, and they post jobs expecting to get the five best electrical engineers out there. Although this approach does work occasionally, we have come to find that the best talent is acquired through continuous proactive recruiting. Creating a talent pipeline can enable your company to pick from the best available prospects when the time comes. Generally, companies may view proactive recruiting as the more expensive approach, but the cost of reactive recruiting can reach similar heights while necessarily bringing back the quality talent you’re looking for in a timely manner.
Instead, find a recruiting partner that can build relationships with prospective applicants and passive candidates in order to streamline the hiring process. The University of Illinois at Chicago did a study on proactive recruiting particularly pertaining to finding qualified female candidates. In two different job searches for the same position, proactive recruiting nearly doubled the number of qualified applicants and showed a huge increase in the number of female applicants. Proactive recruiting was defined as an aggressive search for talent rather than a simple job post.
In recent years, Technology has eased the pains of creating an effective proactive recruiting process. Applicant tracking systems such as Silk Road’s Open Hire, iCims, and Taleo, (for example) have enabled companies to build robust talent pools and ease the process of finding qualified passive candidates. Leveraging the right technologies can create the infrastructure and foundation needed to lower your recruiting costs and enhance your recruiting process. Thus, it’s essential to look past the “reactive” recruiting methods such as job postings, and create a proactive recruiting process that will build a much more qualified talent pool.
Finally, remember that it is always a good practice to continuously promote your brand from a recruiting perspective. Your career site is the door to your company and should display the goals, values and culture of your company. Once you do proactively get the candidate to your front door, make sure you leave a great impression!
Valeri Marks
CEO
Your trusted HIRING PARTNER
Let us help you HIRE the BEST, FASTER and PAY LESS