Random Sourcing: Recruiting Chaos

A database search here, a little Google there, a LinkedIn query or two and pretty soon anyone who fancies himself a recruiter can assemble a list of potential candidates that, upon first glance, looks as though they might be right. But upon closer scrutiny, you’ll quickly discover that the research is flawed. It has failed to include qualified talent from top target companies. In fact, about half of that talent is MIA. It includes sub-par talent from companies from which you would never recruit. It misses potential candidates at other relevant major players and emergent companies that are giving your competitors a run for their money. Worse, it includes talent with unsavory backgrounds and questionable reputations, candidates who are quite simply not worth your time. Like rolling dice, random research leaves your process up to chance. Only with dice, there is an underlying statistical probably of certain outcomes. With haphazard, catch-as-catch-can sourcing, there is no such logic. In other words, it is illogical. But it is what recruiting teams do every day.

Inexact Sourcing Research Makes Recruiting Worse — Not Better

For talent acquisition organizations where recruiting more resembles dialing “911”, surfacing candidates that are simply “good enough” often is all an over-worked, under-resourced recruiting team feels can do.  However, if you stop and zoom out, you’ll soon notice that a tremendous amount of time and energy is wasted processing applicants that are “off” and recruiting candidates who should never have been considered in the first place. In other words, there are enormous inefficiencies that come baked into the recruiting process. And that, my friends, is an opportunity in the making.

Recruiting research and  candidate sourcing intelligence is designed to wring inefficiencies out of recruiting to yield a better result. There is a significant benefit to pausing to put your thinking cap on and formulating a research strategy, to deploying sourcers with investigative research expertise, and to supercharging your efforts with computer-assisted research and competitive intelligence. This isn’t about doing more work. It is about doing less. about honing in with laser-like focus on the shortest path to best talent.

One simple test to see whether your sourcing is operating at the optimal level is simply to ask your recruiters a simple question: “how do you know these are the best candidates the market has to offer?” If your recruiting team’s response resembles a deer frozen in headlights, chances are they’re working too hard. The good news is you’ve just identified a tremendous opportunity. Seize the day.

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