The Essential Toolkit for
Sourcing Top Talent Comprehensive sourcing strategies, online and offline
Innovative Sourcing Strategies for Mastering the Talent Game Of all the stages of talent acquisition, sourcing is perhaps the most dynamic. With hiring sources proliferating, both online and offline, it is no wonder that corporations are often at a loss with regards to which hiring track to pursue: HR and talent management teams are engaged more actively than ever in the pursuit of sourcing the most valuable hires in the most efficient, expedient and cost-effective manner. Outlining sixteen years’ worth of experience in helping the Middle East’s leading organizations with their sourcing and recruitment, Bayt.com’s “Essential Toolkit for Sourcing Top Talent” e-book covers a list of strategies you can implement today to tackle online and offline sourcing methods, for all roles and talent requirements, so that your business is optimally equipped to compete, flourish and expand.
Part 1 Creating a Sourcing Strategy for Your Organization
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Part 2 Sourcing Candidates Using Online Strategies
Part 3 Going Offline to Source Candidates
Table of Contents Part 1 Creating a Sourcing Strategy for Your Organization 1. Developing Winning Sourcing Strategies ........................................................................................................... 5 2. Talent Sourcing Mistakes That Every Employer Needs to Avoid ....................................... 6 3. Employer Branding and Your Sourcing Strategy ....................................................................................... 7
Part 2 Sourcing Candidates Using Online Strategies 1. 2. 3. 4.
Using Social Recruiting to Attract the Best Talents ........................................................................... 10 Why Online? The Benefits of Using Job Sites ........................................................................................ 11 The Key to Revolutionizing Your Hiring Strategy: Your Job Posting ....................... 12 Employer Secrets: Using Bayt.com Specialties to Recruit ........................................................ 13
Part 3 Going Offline to Source Candidates 1. How to Build an Effective Employee Referral Program ............................................................... 15 2. Non-traditional Perks that Will Attract the Right Candidates ............................................ 16
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67% say the HR department in their company are doing a good job in hiring and retaining talent.
73% say the HR strategy in their company is aligned with the overall business strategy.
46% say their company is a good place to work. 4
Data taken from the Bayt.com “The Role of HR in the Middle East and North Africa� poll, December 2015.
Part 1
Creating a Sourcing Strategy for Your Organization Before delving into the actual methods of sourcing talent, you should be aware of various sourcing strategies and the top mistakes to avoid! You also need to brand yourself as an employer of choice. This part will cover guides on how to do all three.
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Part 1: Creating a Sourcing Strategy for Your Organization
Developing Winning Sourcing Strategies Winning in the increasingly-competitive recruitment environment requires setting a strategic plan for sourcing candidates. A solid strategy is not as simple as "We want to find great people". You need to have a clearly-defined sourcing strategy that focuses your sourcing efforts beyond basic traditional recruiting, and towards establishing a long-term competitive advantage. By adopting such strategies, you’re taking the development of your talent pipeline into your own hands. 1
Actively and Constantly Brand Your Company as an Employer-of-Choice. Employer branding is the building block of any great sourcing strategy. Any work you do on establishing your organization as a “great places to work” will help you hire great talent across all mediums and channels, both in the short term and the long term. Here are some easy ways to get started: Share pictures of your existing employees having a good time in your offices Include a short “Employer profile” with your job postings (Bayt.com’s Job Post product lets you include one)
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Develop a Candidate Communication Plan Your communication plan should cover all potential major touch points with top talent. There is nothing more frustrating to a candidate than not being acknowledged by a company after putting the time and effort to research it, apply to it, and trust it enough to want to join it. Your employer brand is calling you to take action: a simple, “Thank you. You have not made it to the interview phase,” will not only ease the candidate’s doubt, but it will also showcase the professional and dedicated person that you are, and the respectful and considerate organization that your company is. When using Bayt.com, you can save communication templates and share them with other recruiters to make it as easy as possible. (Flip the page for a sample candidate communication plan!)
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Use a Sequenced, Multi-Channel Approach Don’t stick to one sourcing channel: actively engage with job seekers on professional networking sites like Bayt.com Specialties, post your open job vacancies, actively search through CV databases, network at events, etc. All sourcing channels should be optimized and managed in some logical, measured, and business-like fashion.
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Part 1: Creating a Sourcing Strategy for Your Organization
Candidate communication templates are a very useful and easy way to ensure consistency across the team and will go a long way in protecting and improving your employer brand. Below is a sample template for rejecting an under-qualified template. Employers using Bayt.com can benefit from tools to help them automate candidate communication. Dear [First_Name], Thank you for applying to our job vacancy. While we were impressed with your qualifications, we do not feel that your skill set matches the requirements of this position. We will keep you in mind for more suitable future opportunities that might arise. Good luck! Thanks, [Employer_Name]
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Part 1: Creating a Sourcing Strategy for Your Organization
Talent Sourcing Mistakes to Avoid Nowadays, sourcing talent is no easy feat. This is not due to the lack of candidates in the job market, but conversely, because of an excess. 1
Over-Analyzing a CV A CV, though important, doesn’t give you much insight into the personality of a candidate. Instead of spending a lot of time on the CV, it’s advisable to not only scan for relevant qualifications and work experience, but layout and grammatical errors as well.
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Hiring Too Quickly Often, hiring managers choose amongst the first 2-3 candidates who are ‘good’ according to them, and don’t interview anymore. This happens because employers want to fill in positions quickly, to resume a normal routine at the office. However, by hiring too quickly, you may be compromising on more qualified candidates. It’s always better to have at least 5-10 good candidates to choose from, and then pick the best one.
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Ignoring Employee Referrals Employees in your company are, presumably, a good cultural fit with the organization. Employee referrals are candidate recommendations made by current employees, and should never be ignored. In fact, seven in 10 professionals say they don’t mind recommending their current company to friends/family for a job, as revealed in the Bayt.com ‘What Makes a Company an Attractive Place to Work?’ poll (February 2014).
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Running Generic Searches When searching for candidates try using relevant rather than generic keywords. Generic keywords such as “manager” or “specialist” will just increase your pool of candidates, without adding any quality. A way to tackle this is by using sophisticated CV Search software, such as the state-of-the-art Bayt.com CV Search, which filters your search by multiple criteria, helping you find the ideal candidates for your positions.
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Ignoring Social Recruiting Techniques Social recruiting is the new trend. It goes beyond the CV and allows you to get a glimpse of a potential candidate’s personality. Social platforms such as Bayt.com Specialties are perfect for social recruiting.
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Part 1: Creating a Sourcing Strategy for Your Organization
Employer Branding and Your Sourcing Strategy Your employer brand is what shapes the perception of your current employees, potential employees, and former employees with regards to your corporate culture. It’s what sets you apart from other companies and promotes you as a great place to work, especially to a desired target group, one which you need and want to recruit and retain. 1
Manage Your Career Site with Diligence. You can undoubtedly count on prospective candidates to pay your website a visit to dig into details that would ease their hearts and minds. Make sure your website is a winning one! If you need help, you can get in touch with us: hundreds of employers choose to use Bayt.com to power their career sites.
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Manage Candidates’ Job Applications with Diligence. Take the time to actually reply to all applicants, regardless of whether or not they were successful enough to proceed to the next stage.
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Manage “Job Interviewees” with Diligence. The interview represents the perfect setting for you to convey an exemplary image about your company and yourself! Do be on time, do be professional, do be friendly and most importantly, do put the interviewee at ease. Remember, you are not simply making a mere business transaction.
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Manage “Employees” with Diligence. Nothing can boost an employer brand better than having existing employees willingly want to brag about your organization! Satisfied employees often tend to volunteer to tell stories about their company’s unrivalled success, unique culture, and exquisite bundle of values!
Top 3 Attractive Phrases on Job Ads Data taken from the Bayt.com “What Makes an Attractive Workplace”poll, February 2014.
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36% 20% “Big / global”
28% “Admired”
“Supportive and great work environment”
80%
of professionals say they are actively involved in making decisions that impact their work.
24%
of professionals would like to be recognized and praised for their hard work.
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From the Bayt.com “Employee Engagement� in the MENA poll
Part 2
Sourcing Candidates Using Online Strategies Did you know? Almost 78% of people in the Arab world spend more than 2 hours of the day on the internet. What better way to tap into talent pools than the internet? After all, we’re in an era of global conversations.
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From the Bayt.com “Arab World Online” survey
Part 2: Best Online Sourcing Methods
Using Social Recruiting to Attract Talent Social recruiting is all about using online networking to power your recruiting efforts. Often, the classic markers of competence, such as work history, education, credentials, and the like, are not the only pointers to professional leadership. It is well thought-out, intelligent, original content related to areas of interest and expertise that can make people shine. 1 Building Your Brand. Numbers never lie. Did you know that nine out of every 10 job seekers look up companies online before applying for a job?* To appeal to stellar candidates, your web presence needs to extend beyond your corporate website. Job seekers want to know more about your organization’s culture, values and work environment. A quick and effective way to get your company online is to get a Bayt.com Company Profile.
Follow Followers: 1035
Home
News
Jobs
Products
Gallery
Location
Salaries
2 Engaging With Candidates. It is important to use online professional channels to engage in discussions with candidates and share necessary and relevant information with them. How you treat candidates on an online platform reflects how you will treat them in a professional space.
According to the Bayt.com ‘What Makes a Company an Attractive Place to Work?‘ poll, February*
55% of professionals feel they are more likely to be hired if they are active online.
Bayt.com Specialties is a great place to engage with professionals. Find the best candidates for the job! great employer branding platform.
Top reasons employers hire socially 45% it is quick and easy 26% get better quality candidates
16% get a higher quantity of recruits
13% No advantages, I prefer dedicated recruitment sources
Data taken from the Bayt.com “Social Recruiting in MENA workplace” poll, October 2014.
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Part 2: Best Online Sourcing Methods
Why Online? The Benefits of Using Job Sites Online job sites have revolutionized the recruitment landscape for both employers and job seekers and largely increased the efficiency with which hiring decisions can take place. 1
Reduced Cost-of-Hire. Costs of posting jobs and searching for candidates on job portals can be up to 90% lower than the costs of using traditional search firms and offline advertising methods.
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Reduced Time-to-Hire. Pinpoint search, screening and ranking tools, maximum control and real-time applications, vastly reduce the time it takes recruiters to find, contact and short-list qualified candidates at every career level.
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Wider Reach for Talent. Candidates and employers alike benefit immensely from the extensively wider scope they gain through the top trafficked dedicated regional online job sites. Bayt.com, for example, with their global reach and maximum choice of fresh, relevant talent has over 23 million members.
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State-of-the-Art Filtration Tools. State-of-the-art on-line screening/filtering tools allow employers to immediately hone in on the right candidate using many criteria, including country of residence, skills, education, career level, previous experience, etc.
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Branding Opportunity for Employers. Employers can use their job ads to project a consistent brand and company values to prospective job seekers and also to basically position themselves as an "Employer of Choice".
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Sophisticated Management Tools. The entire recruitment process is managed from one location which allows the employer to post vacancies, receive CVs, screen, prioritize and contact candidates individually or collectively and track all activities in fine detail with the convenience and confidentiality of a private and highly functional online "Employer Workspace".
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Part 2: Best Online Sourcing Methods
Challenges in Recruiting Talent
27% No salary benchmarking tools
Recruiting the right candidate is certainly not a smooth process. These are some challenges faced by employers.
16% Poor recruitment process management 16% Lack of qualified applications 15% Too many candidates 9% Inadequate recruitment budget
What are the top challenges employers face when recruiting?
7% Job offers keep getting rejected 5% Too many unfilled openings 5% Inadequate recruiting staff
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Part 2: Best Online Sourcing Methods
The Key to Revolutionizing Your Hiring Strategy: Your Job Posting A well-written job posting can go a long way in attracting the most relevant and most talented candidates. After all, the most talented people around often know exactly what it is they want to be doing, and won’t be attracted to uninteresting, vague job descriptions. Taking the time crafting your job postings will also make things so easier when you’re interviewing candidates. 1 Use the Four C’s. Use the “Four C’s” as a point of guidance by making sure the job postings you’re crafting are customized, clear, concise, and correct. If you’re using an online job posting like the ones on Bayt.com, we’ve tried to make a recruiter’s life easier by providing several fields to help candidates learn as much as possible about the vacancy, while still arranging information in an easy-to-read manner. So, fill in as many fields as you can. The more details you include, the bigger the chances of attracting the right person. Always double check your wording and language, the clearer the better.
2 Highlight Your Employer Branding in Your Job Posting. Make sure that you post your company’s profile because it helps the job seeker understand what you really do as an organization, and what future prospects look like. Make the posting become a mirror of your brand, and more importantly, a mirror of your hiring culture. Post a video! Something that looks professional and will still give the job seeker an idea of what your corporate culture is like. Include awards your company has won over the years, after all, who doesn’t want to work at a successful organization? Don’t by shy about your CSR initiatives, either. Bayt.com’s Job Postings are designed to highlight your employer branding, with the cherry on top of having them connected to your Company Profile.
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Save Time with Automatic Screening. Bayt.com offers automatic screening. This means that you can choose the gender, location, age, nationality, education and career level you want in a potential employee. It all depends on your company’s needs. For example, if you are looking for a young female, with a Bachelor’s degree located in Dubai, the system will only show you applicants with those specifics. You will save a lot of time and effort to find the talent your company needs.
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Part 2: Best Online Sourcing Methods
Employer Secrets: Using Bayt.com Specialties to Recruit Top Talent Bayt.com Specialties is all about helping professionals at all career levels and in all industries and roles, highlight their unique abilities and truly shine. Here’s how Bayt.com Specialties can help employers find top talent faster and easier than ever before: 1
Find out who the top 10 specialists are. If you’re looking for the ‘best of the best’ in any given specialty, you can find the top 10 specialists for each specialty with one click.
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Learn more about a candidate. Often, the classic markers of competence – such as work history, education, credentials, and the like – are not the only pointers to professional leadership. It is well thought-out, intelligent content related to areas of interest and expertise that can make candidates stand out. That’s what Bayt.com Specialties is all about: enabling professionals to tell the stories that go far beyond a CV, and helping YOU discover these stories.
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Ask questions Do you want to know more about how job seekers think? Ask them a question in your field of work. The more knowledgeable and driven professionals are, the more they will want to shine and truly dazzle you!
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82%
of employers think it would be beneficial to interact with candidates on professional networks.
89%
of employers say that their company’s recruitment would benefit from having a career site on their corporate website.
For more information, visit talentera.com.
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Data taken from the Bayt.com “Recruitment Practices in the MENA” poll, May 2015.
Part 3
Going Offline to Source Candidates Along with tapping into online sourcing methods, recruiters should include offline sourcing channels in their recruitment strategy. These could include employee referral programs and incentives.
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Part 3: Best Offline Sourcing Methods
How to Build an Effective Employee Referral Program Referral programs can do wonders for a business. A great referral program lets you to turn your entire workforce into recruiters, and can positively affect culture and employer brand. 1
Involve All Your Employees, at All Levels. Start with top management and make your way down the corporate ladder. Let everyone know that you’d love for them to be involved.
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Reward, Reward, Reward! Monetary and non-monetary incentives can do wonders, so think about what sort of perks and incentives you will offer as a part of your program.
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Make It Easy. Do not complicate the process! Keep your staff informed as to where they can access open vacancies and ensure the procedure is fast, smooth and hassle-free.
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Keep Your Staff Updated. Did your accountant just refer a cousin to fill your vacant “graphic designer” position? Don’t keep her in the dark and encourage gossip and speculation. Make your employee feel at ease by dropping a note to update her about the status of the referral she made.
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Do Not Let Things Take Forever. Your employee will probably share updates with the referred candidate, and would want you, the esteemed employer of choice and top player in your industry, to keep up appearances. Treat referred CVs with diligence and make sure you do get in touch with the candidates quickly and professionally.
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Part 3: Best Offline Sourcing Methods
Non-Traditional Perks that Will Attract the Right Candidates When you’re looking to fill key positions , you want to hire the best available talent. But your competitors want to do that. too. So, how do you attract, hire and keep the best people in the field? Here are some non-traditional perks you may consider offering: 1
Introduce a Wellness Program. Wellness programs go beyond traditional health insurance to offer free or discounted gym memberships, nutrition counselling, massages, anti-smoking programs, and other programs to improve health and well-being. Just us ask! The Wellness Program at Bayt.com is much loved by our employees, and includes pantries stocked daily with fruits and vegetables, discounted gym memberships, and ping pong tables.
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Consider Flexible Schedules. Top candidates are often motivated self-starters who can handle the responsibility of setting their own schedules and choosing when and how to work. Consider flexible hours, telecommuting, and work-from-home options can all play a role.
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Offer Simple Services that Save Your Employees Time. Employees can better focus on work when they know they can save time on tasks like car washes, concierge services, on-site medical clinics, or housecleaning.
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Think “Entertainment”. Help top employees balance stress by offering holiday parties, retreats, or other perks like movie, sports, and concert tickets. A well-appointed break room can also help relieve stress at work and give top talent a place to do their best creative thinking.
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Don’t Forget About Performance-based Compensation. Be sure to align the potential hire’s future benefits with the success of the company. Performance-based compensation is one of the best ways to get top talent at a low base. If they add value for the company, set it up that they are rewarded for that value.
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82%
of professionals in the MENA region feel engaged at their workplace
80% say their company has a fair evaluation system to measure job performance
Data taken from the Bayt.com ‘Employee Engagement in the MENA’ poll, March 2014.
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