Recruitment Checklist [3] Sourcing

According to Wikipedia Sourcing refers to the identification and uncovering of candidates (also known as talent) through proactive recruiting techniques. So it’s all about advertising and attracting suitable candidates which, as part of the recruitment process, needs to be undertaken prudently. The objective is to ensure the best response at the least cost.

Attract

Where will you find that good selection of strong quality candidates?

Internally: What better way to build on your existing staff’s training and skills by providing opportunities for promotion and development. Managing your in-house talent and retaining competent employees is an excellent method of sourcing cost effectively. The caveat would be that you must still ensure that the selection process is consistent, transparent, agreed and fair.

Where else?

• Job Centre: Displays of employer’s vacancies encourage candidates to check the boards regularly and trained workers may well find the right job
• Agency: Specialising in specific sectors, may have a suitable database of interested candidates. Be prepared to pay percentage fees.
• National Press: Although may be expensive, could be cost effective if the role is to attract candidates from a wider area
• Local Media [press and radio]: For less specialised roles or for target groups in local areas
• Specialist and Professional Journals: Guaranteed to reach target market and less expensive than national press
• Internet: An excellent growing recruitment medium, especially if you want to reach technical and graduate candidates
• Local Colleges, Schools and Careers Service: Students might well be interested in work experience, or in undertaking some shadowing. Otherwise the colleges can ensure that students are trained with required skills.
• Word of Mouth: Networking, introductions through existing contacts might realise a small pool of candidates.

The process for recruitment will already have been decided, included how you will advertise, what and where, how the applicants will reply, what information you will give them and what information they need to give you. You’ll also need to plan some dates for sifting, assessment,administration and interviews. Selection panel needs to be confirmed too and aware of what competencies and experience are needed to fill the role.

Advertise

Advertisements must be tailored to the level of the target audience, and should always be clear and easily understood.

They must be non-discriminatory, and should avoid any gender or culturally specific language. To support this, the organisation should include in the advert its statement of commitment to equal opportunities, which will underline the organisation as one that will welcome applications from all sections of the community.

Things to include in your advert:

• A logo, company branding
• Overall design in synergy with your company
• Job title
• Short and simple text including main aspects of job, reward & benefit package, career prospects, location and contract period
• Requirements for the role worded to reduce the number of unsuitable applicants [qualifications and experience]
• Clear details for the mode of reply, closing date and contact details for more information and enquiries

Also can you provide information on Braille or on tape if requested

000000;">All advertisements should carry the same information, whether for internal or external use.

Lynn

http://assessment4potential.tel/

The Equality and Human Rights Commission warns against practices where the workforce is predominantly one sex or racial group.

All those involved in recruitment activities should be aware of relevant legislation and the latest legal position on issues such as discrimination and the need to treat candidates fairly, asylum and immigration rules, data protection, and employing those with criminal records and anyone who will be working with children or vulnerable adults.

Related articles

• Selection and Recruitment
• 10 Online Ways to Advertise for Jobs Without Recruitment Agencies

Click the book to join us

About Lynn Tulip
Lynn Tulip is a career management and HR professional running her own HR consultancy. Her passion is working with individuals, helping them rekindle their work passion. Read the newly published Get That Job, the art of successful job hunting.. Apart from loving food and fitness, she enjoys her ever growing family. Find her online or follow her @LynnTulip and @A4P_HR
View all posts by Lynn Tulip →