Candidate Sourcing Strategy
I’m looking for innovative approaches to expand our candidate sourcing efforts. Despite thorough research, I often come across generic recommendations like referrals and alumni networks, which haven’t been effective for us. Here’s some context on our situation:
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Referrals: We have a referral program in place, but unfortunately, we haven’t received any referrals from past candidates or our contacts. Our employee referral incentives haven’t brought in significant results either.
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University Alumni Networks: Our primary focus is on filling Level 2 and 3 positions that demand extensive experience, making entry-level connections from alumni networks somewhat irrelevant.
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Job Boards: We’re currently using platforms like Indeed and LinkedIn for posting jobs and sourcing candidates.
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Talent Pipelines: While we have set up talent pipelines, we’re eager to explore more innovative strategies.
As an offshore staffing firm with just 5 recruiters, 3 of us work specifically with this client. Unfortunately, my offshore status limits my ability to engage in local community events, hackathons, or meetups. Additionally, my role is restricted to sourcing candidates for a federal agency with strict qualifications in a single US location, meaning that any candidate who lacks even one required skill or experience cannot be submitted.
Given these challenges, I’m seeking fresh suggestions or strategies for sourcing qualified candidates.
Thank you in advance for your insights!
TL;DR: Looking for creative recruiting strategies for federal agency roles within strict client requirements and an offshore location. Seeking new ideas for diverse talent sourcing.
