What Benefits Sourcing has for Recruiters?

 

Sourcing is an initial process without which it is impossible to conduct an efficient recruitment process. It can be defined as the process of finding the candidates which the recruiters might be missing or don’t have the resources or time to get in touch with.

 

  • Clients send the sourcers their orders before the recruitment process takes place and sourcers return to them with a list of candidates that might be the right fit for the job.
  • The candidates are identified from a number of sources and not just the job portals. This includes all the leading job boards, search agents, responses to the client on job portals, social networking sites, email blasts, university alumni sites, client’s database, etc.
  • The sourcer will qualify candidates based on the job description/additional notes provided by the client, without establishing a communication with the candidate.
  • The qualified candidates are sent to the onshore recruiting team of the client for the further process.
  • The role of sourcer can be understood as that of an assistant to the onshore recruiters. When the client, for some reason, is not able to find the right candidates, the sourcers do it for them. Job orders sent by the client a day before recruitment are considered and according to the requirement, a list of candidates is generated. The list and resumes of high-caliber candidates are sent to the recruiters. Sometimes, if the need arises, a customized sourcing strategy is developed with the help of the client in order to choose the candidates who are suitable for the job.

How Pre-Qualified Recruiting Saves your Time and Resources?

 

Recruiting has become easier and less tedious for businesses now. Thanks to the availability of pre-qualified recruiting services that save time and resources. Defined as a process of preliminary screening where the potential candidates are evaluated on the basis of their availability, interest, Salary and capability before they are sent for the actual recruitment process. This method helps the businesses and the candidates both as they do not have to waste the resources and efforts for a position that might not be a mutual right fit.

 

  • Pre-qualified recruiters’ team engage in getting the required details of the prospective candidates and start getting in touch with them over phone call or emails.
  • After establishing contact with the candidate, they explain to them their position as assistant to the recruiters and confirm their availability and interest.
  • The candidates that express the interest and availability for the job are further evaluated on the basis of a set of screening questions. They are also asked to submit an updated resume.
  • The resumes of the candidates who qualify the screening round are sent to the onshore recruiters along with a summary of their pre-qualified recruitment process.
  • An arrangement for a final interview between the client and the candidates is also made.
  • Pre-qualified recruiters do not negotiate the salary or rate expectation but can ask the same from the candidate and mention it in their summary. The final decision lies with the onshore recruiter after the final interview. This process saves up to 50% time of the recruiters.

Why it is a Good Idea to Choose Full Lifecycle Recruiting?

 

In the modern business landscape where the competition is fierce, wasting useful time and resources on the tedious process of recruitment seems to be a bad idea. However, businesses can’t run without the workforce and therefore, recruitment is critical too. But there is a solution to this problem. Full lifecycle recruiting is a process that encompasses every stage of the hiring process. From the initial job requisition and hiring manager intake, all the way through to onboarding. This is why it is also referred to as “End to end recruitment process”. Recruitment life cycle starts when a need for a new employee rises and ends up with a new employee onboarding.

 

  • The Full Lifecycle recruiter will work with the onshore recruiting team/Manager/hiring managers to create job descriptions if required.
  • The recruiter will also help in getting jobs posted, sourcing candidates, contacting candidates, conducting in-depth screening, salary negotiations, providing feedback, resume formatting, preparation of a cover notes, candidate submission, scheduling interviews, offer communication, on-boarding formalities and maintaining candidate follow-ups.
  • The client has no role to play in the entire recruitment process, apart from candidate submission approvals, interview, offer and hire notifications.
  • All communications with the candidate and onshore recruiting team/Manager/hiring manager are documented via emails and Applicant Tracking System by the recruiter.