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The talent recruitment process consists of six main phases.
Talent sourcing, also called candidate sourcing, is the process of conducting a proactive search for qualified candidates who are a good fit for current or planned job openings. A sourcing strategy includes defining the employer brand, setting job and candidate requirements and identifying where to look for qualified individuals. The goal of talent sourcing is to build a pipeline of candidates that can fill current and future job vacancies.
To find candidates, organizations can turn to a variety of resources:
The best talent recruitment strategy is the one that brings the right candidates to your organization. There is no one-size-fits-all recruitment strategy that will work for every company.
That said, organizations can take steps to optimize their hiring processes, and one of the most important things they can do is focus on delivering a positive candidate experience. The key is to show candidates that you care about them.
Throughout the hiring process, you should strive to leave a positive impression, starting with clear and accurate job ads and continuing by communicating regularly with candidates throughout the process — even unsuccessful ones.
We recommend that organizations follow what we call the “CARE” model.
A full lifecycle outsourced talent recruitment solution — one that starts with job profiling and continues through to the onboarding of the new hire — has a number of benefits. Depending on the recruitment process outsourcing (RPO) solution you choose, among these benefits are the following:
A recruitment consultant can evaluate your organization’s hiring process and help you identify any gaps. Generally, an effective talent recruitment process consists of the following steps. (Keep in mind that you can do all of these steps yourself, or you can outsource them to an RPO expert.)
The process may be more or less complex depending on your mode of hiring and the level of responsibility in the role.