HR candidate sourcing: what it is, how it works and an example of an effective search

Candidate sourcing is the first and one of the most important stages of recruitment. It is the quality of sourcing that determines how quickly and successfully a company will fill a vacancy. In today's labour market, the ability to conduct professional sourcing in recruitment is a real advantage and competitive strength.

What is sourcing?

Sourcing is a proactive search for potential candidates who may be interested in a vacancy, even if they are not yet looking for a job. It's not just about posting ads, it's about market research, working with talent and building contacts.

The purpose of sourcing is to find the right people, establish contact and motivate them to consider a job offer from the company.

How does sourcing differ from recruiting?

Candidate sourcing is the search, analysis and communication at the initial stage. Recruitment begins after a candidate has responded or shown interest.

In short:

Sourcing is the search for potential candidates, the formation of a talent base, and the first communication.
Recruitment - selection, interviews, skills assessment, job offer and onboarding.

Without quality sourcing, there will be no quality selection. That is why companies often look for specialists not just in HR, but in sourcing.

The main methods of candidate sourcing

It is important to use different channels and tools to find the right candidates. The most effective sourcing methods in recruitment include:

professional social networks (LinkedIn, Djinni, GitHub, Behance);
Boolean Search (logical search using AND / OR / NOT);
referral programmes and recommendations;
networking and closed communities;
creating your own Talent Pool (a database of candidates who may be needed later);
applications using AI.

Example of the first message to a candidate (sourcing example)

Good afternoon, [Name]!

I noticed your professional experience in [technology/role]. We are currently looking for someone with a similar background to join [company name].

If you are interested, I can send you brief details.

What do you think?

Have a nice day!

Tip: never start with “We are looking for...”. The candidate needs to feel that you are addressing them and not sending out a template.

The formula for professional sourcing

Define the profile of the ideal candidate (hard skills, soft skills, experience).
Select search channels (which platforms are relevant for this particular position).
Use Boolean Search to filter the results.
Write a personalised first message.
Record all contacts and create and maintain your own talent database.

How to improve candidate sourcing

This is what helps HR and recruiters get better results:

updating EVP (the value of a vacancy for a candidate);
using AI tools to analyse profiles or CVs;
regularly updating the HR/recruiter's profile on LinkedIn;
cold messaging and follow-up strategy;
developing a personal brand of an HR/recruiter;
creating a long-term talent base.

Sourcing = a strategic function

Sourcing in recruitment is not just about finding people. It's a talent strategy that shapes the company's image and influences its development.

If a company wants to grow and attract strong specialists, it needs to invest in the SORCING PROCESS, analytics and training of the HR team.

Do you want effective sourcing for your company?

Our company is ready to help:

create a sourcing system from scratch;
train HR/recruiters in modern search methods;
automate the selection of candidates;
or fill a difficult vacancy.

Call or write to us and we will show you how to make HR outsourcing your competitive and operational tool.