Future of Work Candidate Attraction

The art of candidate attraction:
The new sourcing process
It’s not too simplistic to say that the start of the hiring process begins
with attraction. Some may argue it begins with need, but for the process
of hiring, attracting candidates to your company is the first active step
you will take.
Attracting candidates can be done in numerous ways. Interest in

specific roles, the lure of a strong employer brand, a passion in the
product - all are contributing factors. And while a job advertisement can
help fill positions, oftentimes sourcing still is required to find the perfect
candidate for the role.
In this chapter, we’ll examine what has changed, walk you through the
(new) basics, and share some tips and tricks to help you attract the right
candidate.
What’s new?
While COVID-19 surprised us all, entering a period of economic

downturn had been expected, if not overdue. Moving out of a period
of full employment has its issues. Attracting people to roles is easy,
but are you attracting the right people? Post-COVID, the talent pool is
significantly larger and filled with incredible candidates.
While previously recruiters had to adapt and hone their skills to sniff
out the top candidates in the talent shortage, now sourcing skills are
more important than ever to find the ideal candidates amid the huge
number of job seekers.
Address your attitude to active candidates

A negative attitude among recruiters towards “active” candidates – namely,
people who are currently unemployed – has been prevalent in the recruitment
sector for many years. However, more than ever, this needs to be addressed
and frankly, forgotten about. With more candidates than ever looking for roles,
understanding that active and passive candidates both have value is essential.
Removing this dangerous bias, conscious or not, will help elevate your sourcing
success.
Getting the basics right
1 Create a candidate persona
More than ever, crafting a persona of the ideal candidate is essential. When
hundreds of applications are coming in for limited roles, if you don’t know
exactly what you’re looking for, invariably you’re going to waste time. During
the creation of this persona, make sure you communicate and agree it with all
stakeholders, especially for more senior roles.
The more you craft the persona, the more you can discover about where you
might find them. You can discover where to find them and understand what
they might be looking for in their next career move.
Understand your candidate’s motivations

2
The ultimate goal is to move your perfect candidate down the hiring funnel
as quickly and easily as possible. To do this, you need to think about how you
can do this. What are the motivations of your ideal candidate? Why would they
choose to be a part of your recruitment process?
How can you engage and motivate them to stick on through the often long-
drawn process without losing interest or looking at other opportunities? These
are questions that you need to keep asking yourself to keep improving your
sourcing process.
Write your job description with the persona in mind

3
Use this persona to craft your job description. Of course the job description
should detail what is required, but also help candidates who fit your ideal
persona identify themselves within it.
Keeping that perspective in mind, it has to be as informative as possible.

Your persona and job description should navigate your search when looking
for and screening through a bulk of CVs. With AI sourcing software, the job
specifications need to be as precise as possible to help the algorithms find the
best matches.
Finding the right talent pool
4
Job boards are helpful but it’s important to find the right talent pool. For
example, while Behance and Dribble might be more suited when on the
hunt for designers, GitHub or StackOverflow are better aimed at searching
for developers. A talent sourcer needs to know the latest communities and
platforms that prospective candidates choose to be on. If you can understand
where the right talent is concentrated, you can focus on this ideal talent pool.
Job boards to consider for remote workers:

WeWorkRemotely: Find world-class remote talent for any role.
AngelList: A fantastic site for startups to find and hire remote talent.
Stack Overflow: Great for hiring developers looking for work-from-

home opportunities.
Remote.co: Just like WeWorkRemotely, this job board also hosts jobs
across many different teams and roles.
Remotive: Find remote workers looking for roles in Customer Support,

Software Dev, Product, Sales, Marketing and other teams.
Connect in the right way

5
Similarly to finding the right talent pools, the medium that you choose
to engage with the candidate, be it through job portals, portfolio sharing
systems, social networking platforms or even via email, should be a something
that the candidate is comfortable with. It is also crucial to personalise (if not
individualise) the message that you are reaching out with. Consistent and
strong communication is especially important with passive talent and can
help you build a resilient talent pipeline.
Is your process not working? Consider an agile

methodology for sourcing.
In a time of disruption, it’s important to take a look at your tools and processes.
We recommend taking the Agile Methodologies in Recruiting course in
SocialTalent. Find out more about accessing this course here.
The rise of the machines: Equip yourself
with the right HR tech
More than ever, a streamlined hiring process is important to source talent
successfully. Job postings might now garner hundreds of applicants. But, is
this a good thing? While yes, your dream candidate may come to you, you will
have more applications to sift through to find them. Counterintuitively, higher
supply of talent can be an issue for hiring teams as it will inevitably lead to
increased time to fill and cost per hire.
Sorting through hundreds of applicants, often considerably distanced from

the ideal candidate? It’s easy to see this for what it is – wasted time. To
effectively deal with this quantity over quality issue, having the correct HR
technology to manage this is a huge advantage.
Talent Acquisition suites to consider

In this chapter we mention various processes, all of which can be assisted
enormously with the correct tech set-up. From video interviewing, to online
assessment, to automating notifying unsuccessful candidates – it can all be
handled for you. While there are many tools which will handle one or two
of these processes, we recommend (if you can) one of these full TA suites
which will handle all of them for you.
SmartRecruiters - Move beyond applicant tracking systems (ATS)

with an enterprise-grade recruiting platform designed for the modern
workforce.
Kronos Workforce - Offers powerful human capital management and

workforce management solutions to help manage and engage your
entire workforce all the way through the hiring process.
Clear Company HRM - Offers talent management software solutions to

deliver better hiring experiences, seamless onboarding, and improved
performance management.
BirdDog HR - Full TA suite offering integrated talent management

including recruitment and applicant tracking, onboarding, social
collaboration, learning management, and much more.
iCIMS Hiring Suite - Create seamless candidate journeys, from

application to offer to preboarding.
Consider every aspect of the candidate experience
With an increased focus on remote work, it’s crucial to consider the candidate
experience and how that has changed. Check out this blog post on how to manage
the candidate experience remotely.
Handling unsuccessful candidates

Unfortunately with more applications, the number of successful candidates
remains fixed while the number of unsuccessful candidates rises dramatically.
How you handle an unsuccessful candidate can have huge implications for
your business, and yet is often overlooked.
A CareerArc study1 that found that “64% of jobseekers say that a poor
candidate experience would make them less likely to purchase goods and
services from that employer”. Find a tech solution which can automatically
send out notifications to unsuccessful clients. Too often this high volume task
is forgotten about.
Even in an unsuccessful application, the candidate experience can be positive.

Provide alternative job options, professional networking tools, or résumé
assistance. Doing so will leave a lasting and positive impression.
Don’t forget about D&I
In the post-covid scramble, it’s easy to neglect your values. With more companies than
ever before moving to remote working, your search parameters will broaden.
These broader parameters present an opportunity for companies to diversify their

workforce. If in the past, it has been a challenge to hire diverse candidates because
they haven’t been present locally, now there is no excuse.
Find out more about D&I in chapter 4.
1
https://www.careerarc.com/blog/2017/04/future-of-recruiting-study-infographic/
Constantly seek feedback and be open
to upgrading your process
It’s important to collect data to make sure your process is working as
well as you hope it is. How effective your process will be will depend on
the feedback you get from those going through it.
We recommend surveying everyone who goes through it – not just

those who were successful!
What about your employer brand?

Before your first conversation, your candidates will have interacted with
your employer brand (or lack therein of). With far reaching implications
for attracting and retaining talent, employer brand is too important to
be overlooked, which it all too often is.
Read on to chapter two to discover what is your employer brand

and how can you control its elusive narrative. Learn how when every
interaction matters, and how you can build credibility for the brand of
your company effectively.
What is SocialTalent?
SocialTalent is the world’s leading training platform
for hiring teams. We can help you to find, hire and
develop the best talent with learning developed
specifically to support your needs. Designed for
everyone in the hiring process, the SocialTalent
library has over 200 hours of exclusive and curated
training delivered by world renowned experts.
Find out how we can help your business
achieve hiring excellence today.

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The art of candidate attraction:

The new sourcing process

Attracting candidates can be done in numerous ways. Interest in

While COVID-19 surprised us all, entering a period of economic

Address your attitude to active candidates

1 Create a candidate persona

Understand your candidate’s motivations

Write your job description with the persona in mind

Keeping that perspective in mind, it has to be as informative as possible.

Job boards to consider for remote workers:

Stack Overflow: Great for hiring developers looking for work-from-

Remotive: Find remote workers looking for roles in Customer Support,

Connect in the right way

Is your process not working? Consider an agile

Sorting through hundreds of applicants, often considerably distanced from

Talent Acquisition suites to consider

SmartRecruiters - Move beyond applicant tracking systems (ATS)

Kronos Workforce - Offers powerful human capital management and

Clear Company HRM - Offers talent management software solutions to

BirdDog HR - Full TA suite offering integrated talent management

iCIMS Hiring Suite - Create seamless candidate journeys, from

Handling unsuccessful candidates

Even in an unsuccessful application, the candidate experience can be positive.

Don’t forget about D&I

These broader parameters present an opportunity for companies to diversify their

Find out more about D&I in chapter 4.

We recommend surveying everyone who goes through it – not just

What about your employer brand?

Read on to chapter two to discover what is your employer brand

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