Mastering the recruitment funnel can be a challenging experience until you understand the components that go into it. Candidate sourcing is all about proactively finding candidates through multiple tools and then presenting them to the client.

The first step is finding candidates through listings, whether it is on the company’s career site or other job boards. Also, social media is an enormous tool that is quickly growing. LinkedIn is one of the most professional and user-friendly tools when it comes to the job market. Facebook and Twitter can also be used.

Using the correct applicant software is important as well. This will assist in excluding unqualified candidates and those whose schedule or salary is not able to be met. You will want to refrain from presenting candidates who are not close to the ability to completing the necessary needs of the client.

Before calling candidates in for a face to face interview, pre-screening them is a wise decision. First and foremost, assure their interest in the position. After that, put their skills to the test through either a brief essay or an aptitude test.

At that point, the next step would be an interview. This can be done face-to-face, by phone, or through a video call. If they meet the client’s qualifications and you believe they would be a good match, you can finally present them to the client.

Please continue reading to find out more about how to master the recruitment funnel. The below infographic goes into detail regarding components and metrics and developing effective sourcing techniques.


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