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5 Talent Sourcing Strategies to Get More Candidates: Global Recruiting

May 26, 2022

Tima Rassool

Tima Rassool

Content Writer

Global recruiting is the new normal but that doesn’t mean it has gotten easier to attract candidates. Not only that! But candidates are dropping out midway through the recruitment pipeline.

Candidates per hire (CPH) metrics are on a downward trend. According to research conducted early in  2022, November witnessed a 24.1% drop in CPH compared with the previous three-month average.

But knowing this doesn’t help. You need ways to actively approach this situation and solve it. How? 

 Let’s dig into the good stuff and look at why the CPH metric is shrinking.

Why Global Recruiting Has Not Been Successful

recruiter global recruiting

According to experienced recruiters, below are some reasons why it’s hard to attract candidates when global recruiting. Here are a couple of reasons why: 

  1. The job posts are not posted on the proper channels
  2. You are not leveraging new and emerging talent sourcing trends, like social media campaigns and passive candidate outreach
  3. Your search team is struggling with a lack of tools and resources
  4. You are not utilizing the innovative new strategies of talent search
  5. Candidates are more selective in applying for openings
  6. Lack of sync between what the employer is looking for and what the candidate wants in a job
  7. Other factors, like weak culture, benefits, and employer brand

If we eliminate these reasons causing candidate scarcity, we will see improvements in our hiring results. But how can we rise above these roadblocks and get access to top talent?

1. Create A Candidate Persona To Hire Better

hiring tools for global recruiting

Before you start global recruiting candidates for a position, create an ideal candidate persona.

An ideal candidate persona helps in identifying the right channel, message, and strategy to source more qualified candidates. Creating a candidate persona is a multi-step collaborative process. You need to talk to your team, and hiring managers, and do some research before you fix a persona.

2. Source Candidates Who Are Similar To Your Candidate Persona

Recruiters using hiring tools for global recruiting

Once you have created a candidate persona, you need to source candidates accordingly. These candidates can be found on numerous platforms. Depending on your candidate persona, go with the platform of your choice. For example, if you need developers, you can go for StackOverflow or GitHub as a candidate source. If you need designers, you are better off on Dribble or Behance. 

3. Find A Way To Connect With Your Leads

recruiters engaging candidates while global recruiting

Finding the perfect set of candidates while global recruiting is just the first step in creating your talent sourcing strategy. Connecting with the leads and turning them into candidates is a huge objective of any sourcing method. The first step would be deciding which channel to use to reach out to them. For example, if you are reaching out to a Sales professional, LinkedIn messages are better while email is preferred when recruiting a Software Developer.

So, if you are reaching out to candidates through social media, it’s optimal to have a mutual friend!

4. Craft Personalized Email Sequence

Assessing candidate while global recruiting

One message doesn’t fit all. This is especially true for recruitment. You need to personalize your messages to candidates to get more replies and increase engagement. Talk about common hobbies, common skills, why they are suitable for the role, and more. Keep it short and don’t ever try to oversell a position. Keep in mind that these candidates are not actively looking to change roles and any overselling will only hurt your employer's brand.

You can talk about your culture, team, vision, and what drives your company in the 1st email. If you don’t hear back immediately, follow up with your candidates within a few days.

5. Experiment As Much As You Can

The team judging a candidate while global recruiting

Creating a global recruiting strategy is not a repetitive process. You should always run multiple experiments for the above points and see what works and what doesn’t for your company. Define your KPIs before starting an experiment and always benchmark your results and iterate for getting a more efficient talent sourcing strategy.

Concluding thoughts 

Whether you’re running a recruiting agency or hiring in-house, trying to increase your organization’s recruiting effectiveness, or just becoming a better recruiter yourself – these data-driven talent sourcing strategies will help you build a better global recruiting engine for your business. Not to mention, you can use our award-winning hiring platform EVA-REC to achieve that! 

EVA-REC an AI-based, next-generation hiring platform expedites manual tasks such as filtering, shortlisting, and scheduling interviews with candidates. But it doesn’t stop there, with EVA-REC, you can also streamline the applicant tracking process, send electronic offers, and hire great people, every single time!  Request a free demo here and see our award-winning hiring platform in action! Want to see EVA-REC in action? Get a free walk-through demo here!

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Tima Rassool

Tima Rassool

A wordsmith, storyteller, and content strategist – Tima is an MBA graduate with 6+ years of experience in the world of HR. With over 2,000 blogs under her belt, Tima's expertise and insights have helped businesses across the globe take their recruitment to the next level and stay ahead of the curve.

Recruit better, faster, and fairer

Join hundreds of recruiting teams who increased their hiring success and recruited winning teams with Elevatus.

Request a demo