How to do candidate sourcing in for RH and recruiters ?

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How to do candidate sourcing and what is it ? This is a cornerstone in the field of recruitment and human resources, offering a key strategy 🗝️ to identify and attract the best talent.

In an increasingly competitive job market, understanding and mastering sourcing is essential for recruiters and HR professionals.

Brief summary: 👇🏼

  • The definition of what is candidate sourcing.
  • Why do candidate sourcing?
  • The difference between sourcing and recruiting.
  • The different types of sourcing.
  • What are the challenges of sourcing?

Take some notes, a little iced tea and off you go! 🫖

What is candidate sourcing?

Sourcing is the art of seeking and finding a rare pearl in the ocean 🌊 of the job market.

This is a technique for knowing how to recruit well, in the field of recruitment and human resources, centered on the continuous search and identification 🔎 of potential candidates for positions.

Unlike traditional recruitment methods, which wait for candidates to actively apply for job vacancies, sourcing seeks talent where it is, often before it has even started looking for a new job.

At the heart of sourcing are: ⬇️

  • Proactive identification of potential candidates.
  • Experience.
  • The potential to excel in your business.

To put it succinctly, it enables companies to position themselves advantageously in a competitive labor market by identifying and attracting 🧲 talent that may not be accessible through traditional recruitment channels.

By doing this, you won’t just be filling positions, you’ll be anticipating the company’s future needs and ensuring you stay one step ahead of your competitors. 🔥

The real power of sourcing? 👇🏼

Turning strategic vision into concrete reality, one ideal candidate at a time.

Why do candidate sourcing?

Now that you’ve understood what is sourcing, we’re going to convince you that using sourcing in your recruitment processes is indispensable. 🔥

Without further ado, here are 3 reasons to source! 👇🏼

1) Save time

Rather than spending hours sorting through hundreds of often unqualified applications, HR teams can focus on profiles that have already been assessed and match the company’s specific requirements. 👀

Having already established a connection with potential customers, recruiters can accelerate the recruitment process as soon as a position becomes available or needs to be filled. Instead of starting from scratch, they already have access to a list of potential candidates, ready to be contacted. 📱

It also speeds up the process, as candidates are already informed about the company, its employer branding and its expectations. 😇

Sourcing transforms recruitment into a more efficient and strategic process.

Roughly speaking, it’s no longer a question of looking for a needle 🪡 in a haystack, but of having direct access to a range of prime candidates.

2) Easily target candidates

Sourcing is a powerful tool 🔥 for targeting candidates quickly and easily.

Indeed, recruiters can identify 🔍 candidates who possess the necessary technical skills and who are also aligned with the company’s culture and values. What more could you ask for? 🤩

But how does it work? 🤔

Sourcing can be done via professional social networks (hello LinkedIn 👋🏽), candidate databases, specialized forums or even networking events.

💡 Sourcing enables a personalized, direct approach.

This strategy ensures that the recruitment ad reaches those most likely to respond positively, reducing the volume of irrelevant applications. 📉

We’re not just talking about saving time ⏰ but also improving the quality of hiring, which is paramount for any business! 😇

3) Reduce costs

By focusing on candidates specifically aligned with your company’s needs and values, sourcing minimizes the time and financial resources spent on finding and evaluating candidates who aren’t right for your business. 🥲

It saves on various costs:

  • 1️⃣ Direct recruitment costs: job advertisements or recruitment agency fees.
  • 2️⃣ Indirect recruitment costs: time spent sorting, interviewing and evaluating numerous candidates.

By targeting 🎯 candidates who match the job requirements, you’ll be able to improve your chances of a successful integration and reduce the risk of burn-out. That’s all we ask! 👀

Please remember that the cost of a failed recruitment can quickly escalate because, as well as reinvesting in a new recruitment cycle, there can also be a negative impact on team morale and productivity… 🥲

Moral of the story, using sourcing for your recruitment is highly recommended! 🔥

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The difference between candidate sourcing and recruitment

We’ve talked about recruitment several times in this article, but sourcing and recruiting are two different things, and I’ll explain why. 👇🏼

As mentioned above, sourcing is the process of seeking, identifying and engaging potential candidates for specific positions before a vacancy is even officially announced.

The aim? To create a pool of interested and qualified talent that the company can call on as soon as a vacancy arises.

The fundamental difference between sourcing and recruitment lies in the stages of the hiring process they cover and their main objectives.

Recruiting (which can also be done with Hiring LinkedIn), on the other hand, is a broader, more inclusive process that generally begins after sourcing. It encompasses the entire hiring process: ⬇️

  • 🟣 Definition of needs.
  • 🔵 Drafting the job offer.
  • 🟣 Publication of the job offer.
  • 🔵 Sourcing candidates.
  • 🟣 Sorting applications.
  • 🔵 Interviews.
  • 🟣 Tests and assessments.
  • 🔵 Reference check.
  • 🟣 Job offers.
  • 🔵 Integration.

The different types of sourcing

These days, everything is evolving at breakneck speed, even the various sourcing methods. Indeed, they have diversified, offering recruiters and human resources professionals a wide choice of sourcing methods to optimize their recruitment process.

Come on, I’ll stop making your mouths water, and we’ll get started right away! ⬇️

1) Digital sourcing

As the name suggests, digital sourcing uses online channels, such as social networks, databases, and other digital tools, to identify and attract 🧲 candidates for future positions.

When I talk about digital platforms, I’m talking about LinkedIn, Indeed or other professional networks.

Basically, it’s a more targeted 🎯 approach to recruitment, where the recruiter will unearth candidates on specialized forums, Facebook or online professional groups, or simply on X (formerly Twitter or Facebook).

How do I do this? 🤔

You can also carry out recruitment marketing campaigns, using prospecting tools, for example.

Pst, you can use Waalaxy to find candidates quickly on LinkedIn. 😉

Here are two examples of the benefits! 👇🏼

Scope ExtendedThanks to online platforms like LinkedIn, a recruiter can reach candidates on a global scale, transcending traditional geographical boundaries. For example, using LinkedIn, a recruiter based in Paris can easily identify and connect with a digital marketer based in San Francisco, significantly expanding the pool of potential talent.
Precise targetingDigital tools offer advanced filtering features, enabling recruiters to target candidates who meet their specific criteria. For example, on Indeed, a recruiter can post a job ad specifying not only the experience and skills required. But also using keywords and location filters to target candidates in a specific geographical area or with precise skills, such as proficiency in a specific graphic design software.

2) Internal sourcing

This sourcing strategy consists of looking for potential candidates for a vacant position or for future recruitment needs among your employees.

This technique focuses on identifying and promoting existing talent, rather than seeking external candidates.

Okay, but what does it include? 🤔

Well, the internal sourcing method can include:

  • 1️⃣ Internal job advertisements: publication of job offers to inform employees of available opportunities.
  • 2️⃣ Referral programs: encourage employees to endorse colleagues for job vacancies, often with rewards.
  • 3️⃣ Development and training: identify employees with potential for advancement within your company.
  • 4️⃣ Performance reviews and succession planning: using performance appraisals to identify internal talent.

What are the advantages? Well:

  • Cost and time savings.
  • Improving employee motivation and commitment.
  • Reduce the risks associated with integrating new employees.

As you can see, in-house sourcing fosters a positive corporate culture and enforces a sense of belonging. 💟

3) Event and physical sourcing

This time, it’s about identifying, attracting and engaging potential candidates via face-to-face events such as job dating, professional conferences, career fairs or simply sector-specific networking meetings.

It allows recruiters and companies to meet candidates directly, create a first impression 👀 face-to-face and establish a personal ⚡️ connection that can be positive or negative.

But what else? Employers can present their corporate culture, values and career opportunities, and candidates can ask questions and get answers in real time. Say goodbye to week-long replies! 👋🏽

I’m back again with my little painting. 😇

Strengthening the Employer BrandA tech company organizes an open day for developers, including workshops on emerging technologies, networking sessions, and presentations on the company’s culture and innovative projects. Not only does this showcase a stimulating work environment, it also attracts professionals with a passion for innovation.
Direct interaction with Potential CandidatesParticipation in university career fairs where recruiters can meet students and recent graduates face-to-face, discuss their career aspirations and inform them about opportunities, such as internship programs or available junior positions. This direct interaction helps to assess candidates’ soft skills and cultural compatibility.

4) Profile hunting sourcing

The final type of sourcing is “profile hunting”. This involves identifying and directly approaching people who are not actively looking for a new job, but who have the skills and experience required for the position.

💡 Note that this sourcing is often used for high-level skills or roles, such as managers.

“Headhunters” 🏹 use online professional social networks (such as LinkedIn), recommendations, specialized databases or else at meetings, professional events. 👀

Once the headhunter has identified a potential candidate, he’ll then start a conversation to test the waters a little 🐾 and gauge his interest in the position.

What are the challenges of candidate sourcing?

Now that you’ve read what is sourcing and understood the different types of sourcing, it’s time for you to understand what’s at stake in sourcing, and why you need to develop it for your business! 🔥

I’ll stop keeping you waiting, it’s happening here! ⬇️

1) Reaching passive candidates

To hope for candidates, you have to think outside the box 🍃 and engage them in a way that resonates with them. Don’t panic, I’ll explain everything.

First, you need to create an online presence so attractive that even the most passive of candidates can’t ignore it. 😶‍🌫️

A bit like a shining star in the galaxy: visible, attractive and inspiring. 🌠

It starts with a strong employer brand, which stands out not only for its exceptional benefits, but also for its unique corporate culture and exciting projects. 🔥

what is sourcing

Then there’s message personalization. When you contact a passive candidate, show that you’ve done your homework.

Allow me to explain:

  • 1️⃣ Mention specific details of their career paths that caught your attention.
  • 2️⃣ Highlight how their unique skills could shine within your project or company.

This indicates that you see them as more than just a cover letter, but as a potential collaborator! 🫶🏼

Furthermore, don’t hesitate to use analysis tools to identify the candidates who best match your criteria, then hire them where they’re already spending their time online! 💪🏼

Every interaction must be thought through 🧠 to capture their interest and encourage them to consider a new opportunity.

In reality, reaching passive candidates isn’t an exact science 🧪, but if you add a little creativity and genuine engagement, you’ll be able to turn indifference into interest. 👀

2) Diversify recruitment sources

Diversifying recruitment sources is essential to building a solid and effective sourcing strategy. 💪🏼 Not only fills positions more quickly, but also enhances diversity and innovation within teams.

Various sources can be used for this: ⬇️

  • 🟣 Using online job platforms: Indeed, Monster or Glassdoor are must-haves for posting job offers. They attract a large volume of visitors every day, offering high visibility for your ads.
  • 🔵 Personal and professional social networks: LinkedIn, Twitter (now X), or Facebook can also be used to reach candidates.
  • 🟣 Partnerships with educational institutions: collaborate with universities, specialized schools, and training centers.

By diversifying recruitment sources, you’ll be able to create more diverse, innovative and adaptive teams. 😇

3) Improve your employer brand

You’ve got it but, a strong, positive employer brand doesn’t just attract candidates, it makes them want to be part of your company because they say to themselves “Wow, I can blossom and grow professionally in a fun, healthy environment!” 😇

What could be better than a video to explain the 4 pillars of employer branding? Click here! ⬇️

How about a recap on candidate sourcing definition?

In conclusion, we can say that navigating ⛵️ in the waters of sourcing is both a stimulating and rewarding adventure.

Each approach, whether digital or physical, offers your company the opportunity to connect with exceptional candidates. 😇

FAQ: What is candidate sourcing?

Don’t go away so quickly, we still have some resources to share with you. 👀

Who does the sourcing?

Sourcing is generally carried out by recruiters, human resources professionals, specialized recruitment agencies and sometimes even headhunters 🏹.

In some organizations, managers and team leaders can participate in sourcing by recommending candidates or using their professional network.

What is the purpose of sourcing?

The main aim of sourcing is to build up a pool of qualified candidates interested in opportunities within your company, thus reducing the time and cost associated with recruitment.

Now you know all about candidate sourcing. See you soon! 🐉

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