The first step for most companies is to create the content and increase the # of candidates that they are getting through their recruitment marketing funnel.

Once they are overflowing, they need to determine what skills they are exactly looking for in new candidates and put some tests / measures in their apply process to screen for these skills.

This gives you a great base of qualified candidates to begin sourcing and contacting through social media and other forms. Also, I think most importantly companies need to put processes in place to identify and add the best candidates to their Talent Networks because a certain qualified candidate may not be a great fit for the job you are looking to fill right now, but future jobs may be great fits.

Form relationships, and make sure to keep them!

@Sarang – definitely. I fear there are more people who wait for things to happen/people to come to them – without taking control of the effort and going out to hunt, you’re simply a talent farmer at best, and a talent trapper at worst.

@Sourcing Samuri – well said! It is equally critical for hiring managers and HR to always keep in mind what it’s like to be on the other side of the process, but from my experience, VERY few do. I’ve seen hiring managers that get so cocky with their corporate/employment brand that they will extend offers under a very good candidate’s current pay. My question to them is how would you feel, what kind of message does that send to you, and what would you do/how would you react?

@RecruiterB – exactly.

Your Job board searches (Fishing in a pond”)
Your SM techniques (Fishing in the sea with a net)
Web and telephone research (Deep sea diving)

Pick your skill and you will find the best approach. All these approaches have their space and purpose in sourcing.

Anything new is hyped so lets not worry too much about it. the focus should be in finding where it fits and I still think, the solution is yet to come

Hope it helps

Nice article.

With Social Media booming – it is in danger of being overhyped. Recruiters / Sourcers has started using it at maximum extent; however if you are only using it to push the content – then it’s just post and pray approach. In that case they just become “Inbox Recruiters 2.0″.

With social media – it has given a visibility to those hidden leads which would have never come in highlight. You have to actively hunt them by selling right opportunity to right candidates.

It’s important that you reach out to leads than waiting for something to happen!!!

-the above statement might be the most under-utilized and under-appreciated concept in the Recruiting game today. Without question, Recruiters and Sourcers MUST practice this on a daily basis in order develop the relationships necessary to secure the employment of those top tier, passive candidates. The larger challenge, in my opinion and personal experience, is managing the hiring team into understanding this concept. Hiring Managers, HR Managers, Compensation Team, and the Recruiter need to be on the same page regarding the “minimal requirements” a passive candidate is looking for in order to make a move. In almost all cases, the candidate is currently happy in their position and will need to be “lured” away. Making lateral offers, or even 5-10% salary increases is not cutting it these days. Top tier candidates are looking for 15-20% salary increases in order to leave their current comfortable situation.

Nice thought-provoking article, Glen!

Your post reminds me of one I read recently on Seth Godin’s blog — the art of seduction. No matter how great your employment branding content is, it won’t matter to people who aren’t seeking it out or have a reason to be affected by it. http://sethgodin.typepad.com/seths_blog/2010/07/the-art-of-seduction.html
Hence the need to proactively identify the talent, give them a reason to care, and then let them choose to digest your employment marketing messages.