Talent sourcing involves recruiting high caliber talent by bringing together people who have the appropriate talent and knowledge for specific positions. In order to effectively talent source, you must understand the talent market, know which positions need to be filled, and target those talent sources accordingly. This is a critical process that should be handled by experts in the field. Talent sourcing can help your organization to grow, remain competitive, reduce costs, and increase profits. In addition to all of these benefits, it can also result in new business relationships and higher referrals.

Talent sourcing refers to the act of identifying, interviewing, developing, and successfully marketing to potential job candidates so as to turn those potential candidates into hired job candidates. The key task of talent sourcing is how to make a consistent flow of highly skilled applicants to your company. There are many ways to develop internal talent sourcing procedures, some of which are listed below. One important note: Recruiters sourcing talent should always begin with an honest evaluation of the current talent needs of the organization and go from there. There are no "quick-fixes" when it comes to talent sourcing; rather it takes time, patience, and expertise from the talent sourcing recruiters.

The first step in talent sourcing begins with an honest assessment of the current talent needs of the company. If the job market is stagnant, then it is important to identify where there is room for improvement. For example, if the market is saturated with similar job titles and experience profiles, then it may be necessary to develop a strategy that ensures that the candidate's skills meet the needs of the current job market. One important note is that companies should never recruit candidates solely on talent. The first step to recruiting and hiring the right candidate for the job is by evaluating the job market and finding out what candidates are seeking.

The second step in talent sourcing begins with identifying potential candidates that fit the profile of the company. A list of targeted candidates will be generated based on the current needs assessment and resume screening process. The list of candidates will be sent to talent pool agencies for prescreening. Recruiters use the information from the potential candidates to narrow down their search to a select few candidates for initial contact.

Once the potential candidates have been identified, the process of evaluating the candidates begins. Job fairs represent one of the best opportunities to identify talent sourcing candidates. Many recruiting firms participate in job fairs to obtain the exposure that they need in order to begin contacting them. Job fairs also allow employers to get an initial insight into whom they will potentially hire and to determine if these candidates are the right fit for the company. In addition, job fairs give employers an opportunity to network with each other and to compare the job possibilities that are available.

When the initial candidate lists have been narrowed down to a select few candidates, the next step is to make initial contact with each candidate. This initial contact allows employers to determine if these candidates are a good fit for their organization. Candidates may be contacted for additional information or for a personal introductory phone call. Job offers are made after the initial contact with a candidate. Talent sourcing strategies vary according to each company's needs and desires, but the talent sourcing strategy that is most often employed is to first contact the potential hires, and then to further evaluate the candidates once the initial interest has cooled off.