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2 min read

Best Practices Used in Leading Direct Sourcing Strategies

Best Practices Used in Leading Direct Sourcing Strategies

Today, it’s a job-seekers market. Competition for top talent is fierce, so your direct sourcing strategies need to be on point.

Falling short on the recruitment end could mean extended times to hire or missing out on highly skilled professionals who could excel in one of your vacant roles. Luckily, some techniques leading companies embrace to ensure their recruitment efforts hit their targets.

When using a career site, here are six best practices that can help you strengthen your talent pool through direct sourcing:


1. Optimize Job Titles

When job seekers look for opportunities, they rely on simple keywords. Usually, this includes a common variant of the position’s title or a few descriptive words that align with the roles, like specific technologies or skills.

If you want candidates to find your job postings, the titles need to be optimized based on what they are searching for. While you can certainly make these updates on your own, using tools like Google AdWords Keyword Planner can also help.


2. Craft Compelling Job Descriptions

A laundry list of requirements isn’t going to catch a candidate’s attention. If you want to draw in top talent, you need your job descriptions to be engaging.

Discuss some of the more exciting duties associated with the role. Tell your company’s story and showcase your mission and values. Include details about why certain skills or experiences are a necessity and list a salary range to make sure those who apply are willing to work for what you can offer.


3. Highlight the Benefits

Within the job announcement, you want to do more than just outline what you are hoping to find. You also need to build a case as to why a candidate should want to work for you, and this requires you to highlight what you have to offer. Highlight benefits like professional development opportunities, chances to advance, and your great culture. If it can help you stand out as an employer of choice, consider touching on it in the vacancy ad.


4. Simplify the Path

Nothing is more frustrating to candidates than having to click several times just to get to the application page. In many cases, top talent won’t go through that many steps, opting instead to abandon the process.

Make sure when a candidate clicks “Apply,” they are sent straight to where the information is going to be collected by the ATS. A simple path is always better, ensuring the job seeker remains engaged and excited.


5. Add One-Click Options

While you don’t want to force candidates to create an account before they can explore your jobs, adding the option to have one is a smart move. Give job seekers a place to complete a basic application or upload a resume that will remain in the system. Then, you can expedite their future application submissions by having a one-click option that submits their details.


6. Implement Auto-Source Tagging

Candidates, even when prompted with accurate options, don’t always properly identify their job sources. Some make mistakes while others intentionally choose to provide inaccurate data. In either case, the quality and reliability of your source reporting are diminished.

By implementing auto-source tagging, you can make sure you always get the right details. Plus, you can eliminate the question for candidates, allowing them to move through the process faster.


Your Direct Sourcing Needs

All the best practices above can help you excel at direct sourcing. If you would like to know more, the team at nTech can help. Contact us to speak with one of our talent curation specialists today and see how our expertise can benefit you.

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