If I can avoid sourcing, I will.

Ok ok, it’s a bit of a click baity title but hear me out. If I can get good enough people to apply on their own accord, then why would I go looking for them?

Despite the title of this post, I love sourcing. But that doesn’t mean I think it’s the be all and end all of recruitment. There’s absolutely nothing wrong with hiring someone through ads or referrals.

I’ve seen lots of recruiters out there saying “sourced candidates are better”. I don’t think that’s true. It CAN be true, but the “best” candidate can also be someone applying themselves. You never know.  There’s this notion that people looking for a job are somehow not as good as the ones who aren’t. That is simply not true.

Sourcing takes time. So does going through 100s of applications.

I think you are less likely to think outside the box if all you do is sourcing. Yes, posting an ad will sometimes give you masses of irrelevant applications, no matter how specific your ad is. But amongst those irrelevant applications might be a gem, someone you would not have thought of if you’d gone looking for someone who matches the spec. I think applicants make it easier for you to be a bit more creative, or look at other people who might not have the exact background you had in mind.

There’s also another advantage to the people who apply themselves – they actually want to talk to you! We all know what the tricky part about souring isn’t so much the finding but the attracting part. Getting people to actually talk to you about the position. That issue is not there with applicants.

Great job ads can get you great candidates

I spent a lot of time during 2020 trying to become a better writer. And I think it has worked. I hired around 40 people for Toca Boca, most of them via ads. That was not what I was expecting. I thought I was going to have to do loads of sourcing. But instead I focused my attention on Employer Branding and improving our job ads, basically all our written communication.

Don’t get me wrong, I love sourcing. But that doesn’t mean I’ll do it just for the fun of it, unless it’s finding out something about someone I used to know. Of course. I’ll use souricng as a tool for when I am unaböe to attract the right person.

When it comes to recruitment, my job is to find someone who can do the job, someone with the skills we are looking for. If this is through an ad, referral, or sourcing doesn’t matter. As long as the right person for the job is hired. Just like with love I don’t think there is that ONE person for the position, but quite a few who would do the job well.

I’m not subscribing to the whole “sourced candidates are better”. If you can get your brand out there, write some great ads and social media content, you really can attract the best ones. No sourcing necessary.