Data-driven sourcing

Data Driven Sourcing


Lets see how data-driven talent sourcing can help you deliver efficiently new new candiates to your organization.


How to implement a data-driven sourcing strategy ?


  1. Identify your hiring needs and job requirements: Start by identifying the job positions that you need to fill and the specific qualifications, skills, and experience required for each position. This will help you to create a candidate persona that you can use to guide your sourcing efforts.
  2. Gather data: Collect data about potential candidates from various sources, such as resumes, social media profiles, and job boards. This data can include information about candidates’ education, work history, skills, and other relevant attributes.
  3. Analyze data: Use data analytics tools to analyze the data you have collected and identify patterns and trends that can help you make informed decisions about who to target for your recruitment efforts. Look for patterns that indicate a candidate’s likelihood to succeed in the position you are hiring for.
  4. Create targeted recruitment campaigns: Use the insights you have gained from your data analysis to create targeted recruitment campaigns that are tailored to the interests and preferences of each candidate. This can include personalized email outreach, social media ads, and other targeted marketing efforts.
  5. Measure results: Continuously track and measure the results of your data-driven sourcing strategy to identify areas for improvement and adjust your approach as needed.
  6. Evaluate and adjust: Regularly evaluate the effectiveness of your data-driven sourcing strategy and adjust your approach based on the feedback you receive.


What Specific tools can I use ?


  1. Applicant tracking systems (ATS): ATS software is designed to help recruiters manage job applications and track candidate data. Many ATS systems have built-in analytics features that can help you track candidate sources and measure the effectiveness of your recruitment efforts.
  2. Social media platforms: Social media platforms like LinkedIn, Twitter, and Facebook can be powerful tools for sourcing candidates. These platforms allow you to search for candidates based on specific criteria and connect with them directly.
  3. Predictive analytics software: Predictive analytics software uses algorithms and machine learning to analyze candidate data and predict which candidates are most likely to be a good fit for a specific job. This can help you identify candidates who may not have been on your radar otherwise.
  4. Data enrichment tools: Data enrichment tools can help you fill in missing information about candidates, such as their contact information, work history, and education. This can help you build more complete profiles of candidates and target them more effectively.
  5. Talent intelligence platforms: Talent intelligence platforms are designed to help recruiters gather and analyze data about job candidates. These platforms use advanced analytics and machine learning algorithms to help recruiters identify the most qualified and suitable candidates for a specific job.




Here is an instersing video on the topic :

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Here is some more information in Linkedin: Link