Future Proof
HOW ARE
APPROACHES
to candidate
sourcing and
talent pools
evolving?
We asked talent acquisition
experts from around the
globe for their views on the
developing talent market.
Mike Johnson
Assistant Vice President, Talent
Acquisition, State Street Bank
“I’ve even evaluated applications
that tout themselves as ‘Tinder
for candidates’”
When the economy began to improve in 2010, a
new global war for talent began. Most companies
using traditional recruiting methods started to
see diminishing returns in terms of quantity and
quality of candidates. This was a wake-up call to
usher in the new paradigm for talent acquisition.
Candidate sourcing had to be a major part of any
recruiting campaign.
Many companies now have dedicated internal
sourcing resources or demand a sourcing
component from their vendors. Companies are
investing in big data analytics to mine the web
for the right candidates. Sourcing software with
artificial intelligence components is being touted
by several start-ups not only to help companies
identify the right candidates but to identify when
candidates are most likely to switch jobs. I’ve even
evaluated applications that tout themselves as
‘Tinder for candidates’; swipe right and candidates
know you’re interested.
Sourcing isn’t just finding candidates to fill jobs,
it’s also building and nurturing a candidate pool
to help build your employment brand and fill jobs
quicker. We currently use a candidate relationship
management system on top of our applicant
tracking system specifically to manage prospects.
When a hiring manager foresees an open need, we
reach out to the prospects first.
“Sourcing is building and nurturing a candidate pool to
help build your employment brand and fill jobs quicker”
alexandermannsolutions.com
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