Sourced Candidates vs. Incoming Applicants

//Sourced Candidates vs. Incoming Applicants

Incoming applicants are great. Right off the bat, you know they are interested in the company and (usually) have some idea about the position and company. There is very little in the way of having to court them.  The problem is, are you getting the best person for the role? It is more than likely that the best candidates don’t know that the position is even available.

Ideally, you would be able to source for candidates while, simultaneously managing your incoming applicants. Depending upon your industry and position, this may not be feasible. You don’t want to short-change yourself though and rely solely on the post-and-pray method. This isn’t the most efficient use of your time.

There is data to back this up too. A recent study conducted by Lever showed that 1 in 152 applicants are hired for a role. That ratio plummets to 1 in 72 when dealing with directly sourced candidates.  I find you’ll also get more accurate feedback about your company and industry from people who weren’t necessarily looking for a new opportunity.

By Bob McLaughlin | People Science Sr Talent Advisor

2018-05-01T09:31:19+00:00 May 1st, 2018|Blog|0 Comments

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