The Definitive Guide to Talent Sourcing in 2023

Today, we’re diving deep into the world of Pre-sourcing. It’s not just about finding talent; it’s about strategically identifying them, ensuring we’re looking in all the right nooks and crannies.

What will you learn by the end of this guide? 🧐

By the time you reach the end, you’ll be well-versed in Market and Talent Intelligence, two game-changers in the modern recruitment arena. You’ll know how to harness these tools to make your recruitment process smarter, sharper, and more efficient. Plus, you’ll gain insights into performing a talent market analysis using publicly available data.

Why is it important? πŸ€”

In the ever-evolving recruitment landscape, staying updated is a necessity. With the right insights, you’re not just keeping pace; you’re setting the pace. And that’s where Market and Talent Intelligence come in, ensuring you’re always a step ahead.

Here’s the step by step to do it πŸ“:

Market Intelligence: Your Recruitment Perspective πŸ”­

What is it for?

Market Intelligence provides a macro view of the employment landscape, helping recruiters understand industry trends, demands, and shifts. They come in many forms, namely:

1. Competitive Analysis – Understand where your company stands in the job market.

Use platforms like or Payscale to compare your company’s compensation packages against competitors.

Tools you can use:

Good For: Identifying areas where your company might need to adjust its offerings to remain competitive.

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2. Geographical Insights – Identify talent-rich regions.

If you’re hiring software developers, cities like Toronto or San Francisco might be high on your list due to their tech hubs.

Good For: Allocating recruitment resources more efficiently.

Tools you can use:

LinkedIn Talent Insights

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Talent Intelligence: A Comprehensive Overview πŸŠβ€β™‚οΈ

What is it for?

Talent Intelligence focuses on understanding individual candidates, leveraging data to make informed recruitment decisions.

1. Comprehensive Candidate Profiling – Dive deep into a candidate’s profile.

Use platforms like LinkedIn to verify a candidate’s work history and relevant projects.

Good For: Ensuring a candidate’s skills and experiences align with the role.

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2. In-house Talent Analysis – Understand what makes your top employees tick.

Conduct internal surveys to identify common traits among your top performers.

Good For: Refining your candidate search criteria.

3. Engagement Metrics Scrutiny – Track and analyze candidate past/present engagement metrics.

If candidates frequently drop out after a particular interview round, it might be worth revisiting the content or format of that round.

Good For: Continuously improving the candidate experience.

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Next steps πŸ‘‰:

  • Design recruitment marketing campaigns targeting specific talent pools.
  • Revisit your applicant database and refine your search based on your new insights.
  • Adjust your recruitment strategies based on the data-driven insights you’ve gathered.

Further resources πŸ“š:

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