A 3-Step Do-It-Yourself Guide for Powerful Predictive Sourcing

Finding the right person at the right time.

It’s critical for success in relationships, and it’s critical for success in recruiting and sourcing passive candidates.

The good news for sourcers and recruiters: you can predict when the right time is to approach a passive candidate. That is, you can tell when the candidate is more open to being recruited, or even in the process of moving from being a passive candidate to actively looking for a new job.

How can you predict the right time? By understanding candidate availability signals—events or developments that indicate that a passive candidate may be more open to a job discussion, possibly even eager for one. A glaring example of an availability signal is when a company announces mass layoffs. If John Q. Employee is suddenly worried about losing his job, he’ll just as suddenly be more open to a new one!

Powerful predictive recruiting results are most easily achieved through predictive recruiting technology, but this three-step guide shows how it’s possible to manually perform predictive recruiting and achieve a competitive advantage in your talent acquisition efforts.

A 3-Step Do-It-Yourself Guide for Powerful Predictive Sourcing

Step 1: Research

We know—research is work. But for best predictive recruiting results, you need to do your homework first. Otherwise you won’t be in position to take advantage of candidate availability signals quickly enough.

Action 1: Identify Target Companies. Identify companies with talent that you’d love to acquire. One method: use LinkedIn or a search engine like Google, and use search parameters to intelligently focus your search, such as geographic location and industry.

Action 2: Find Candidates From Target Companies. To stay organized, use spreadsheets to list candidates. For each company, use different sheets for various job positions/functions. The reason for using different sheets is that how a given piece of company news impacts the availability of passive candidates is heavily dependent on job role. For example, news that a company is experiencing compliance problems won’t impact most employees’ availability, but those in HR might be feeling uneasy, and thus be more open to your job opportunities.

Action 3: Find Candidates’ Contact Information. Use tools such as LinkedIn, email verifying sites and employer websites to find phone numbers and email addresses for candidates. Ideally, you want at least one phone number and one email address for each candidate.

Action 4: Note Availability Signals. List the availability signals that are likely to most impact particular passive candidates’ availability, so you know what to look for when you begin the monitoring process (Step 2). A small sample of examples includes mergers and acquisitions, leadership changes, budget cuts and hiring freezes.

Step 2: Monitoring for Availability News

Once you’ve done your homework, now you’re ready to monitor company news impacting candidate availability.

To do so, track target companies’ announcements, follow the target companies’ social media accounts, watch for stock changes, and keep your eyes out for industry news and trends. When you notice a development that could impact candidate availability, be ready to act. First, note the candidates whose availability might be positively affected. Second, cross-reference those candidates with your current opening to determine whom you should reach out to.

Step 3: Outreach

Great, you’ve identified the right opportunity for the right candidate at the right time. Now it’s time to contact the candidate. Craft a personalized message that mentions your knowledge of the change that the candidate has experienced. This shows the candidate, that instead of just being another name on a long list, that he or she is important to you. It makes the candidate feel good. It makes you look good. And it makes the candidate even more likely to be interested in your open position.

Leverage ENGAGE 

If the process above seems labor-intensive and challenging, it’s because it is. Few things worth doing are easy, or everybody would do them. It will take time to gather candidate information, and to monitor for availability news. But it’s worth it when you’re able to acquire great candidates.

The good news is ENGAGE predictive recruiting technology offers a smarter, more effective and far less work-intensive way to conduct this process. ENGAGE:

  • Enables you to source from and search through more than 100 million candidates

  • Provides a 360-degree view of candidates, including compensation

  • Provides daily alerts of changes impacting your passive candidates and their availability likelihood

  • Calculates their availability likelihood based on a variety of factors

  • Helps you create targeted messages

 

To learn more about leveraging ENGAGE availability signals, request a guided tour or contact customer success.  

Tags: Recruiting Trends Predictive Analytics ENGAGE Blog Point of View predictive passive candidates sourcing recruiting
Share on Linkedin