A strong talent pipeline is crucial for success, and sourcing candidates in the IT industry requires a strategic and systematic approach. Here, we’re walking you through the basics of sourcing candidates! 

Step 1: Define Your Ideal Candidate Profile 

Before you start sourcing, clearly define what you’re looking for in a candidate. This includes: 

• Technical Skills: Specific programming languages, tools, and technologies. 
• Experience Level: Years of experience, previous roles, and industries. 
• Soft Skills: Problem-solving, teamwork, communication, and adaptability. 
• Cultural Fit: Values, work style, and alignment with company culture. 

Step 2: Utilize Online Platforms 

Leverage online platforms to find potential candidates: 

• Professional Networks: LinkedIn is a prime resource for identifying and connecting with IT professionals. However, the advanced search filters of LinkedIn Recruiter, which are essential for pinpointing the right candidates, come at a high cost. LinkedIn will still be a go-to platform, but you may need to get creative using boolean search strings. 
• Job Boards: Platforms like Indeed, Glassdoor, and specialized tech job boards can help you reach active job seekers. These job boards also require financial investment for job postings and resume access, but well optimized job posts can provide a constant flow of job seekers. 
• Social Media: Engage with communities on Twitter, GitHub, Stack Overflow, and Reddit where IT professionals discuss trends and showcase their skills. While free to use, these platforms may demand considerable time to monitor and engage effectively. 

Step 3: Tap into Passive Candidates 

Passive candidates are not actively looking for a job but may be open to new opportunities: 

• Employee Referrals: Encourage your current employees to refer potential candidates from their networks. This can be a cost-effective method if you are able to manage a referral program. 
• Talent Pools: Maintain a database of previously sourced candidates who might be a good fit for future openings. Building and updating this talent pool will take consistent efforts but can secure a pool of passive candidates for future roles. 
• Networking Events: Attend industry conferences, tech meetups, and webinars to meet potential candidates and create a strong network of talented professionals. 

Step 4: Craft Compelling Outreach Messages 

When reaching out to candidates, personalize your message to grab their attention: 

• Subject Line: Make it catchy and relevant. 
• Introduction: Briefly introduce yourself and your company. 
• Value Proposition: Explain why the candidate should consider your opportunity. Highlight unique aspects of your company, projects, and team. 
• Call to Action: Clearly state what you want the candidate to do next (e.g., schedule a call, respond with their availability). 

Crafting these messages and achieving a high response rate is challenging. Outreach response rates are typically low, requiring multiple attempts and ongoing follow-ups to keep candidates interested and engaged. 

Step 5: Build and Nurture Relationships 

Sourcing is not just about finding candidates but also about building long-term relationships: 

• Regular Communication: Keep in touch with potential candidates even if they’re not immediately available with a systematic approach to manage ongoing interactions. 
• Content Sharing: Share relevant industry news, company updates, and insights that might interest your talent pool.  
• Follow-Up: Respectfully follow up with candidates who have shown interest but haven’t yet committed. This process can be cumbersome, but will leave the talent pool with a positive and lasting impression of your company, keeping them warmer for future needs. 

Step 6: Track Your Metrics 

Monitor the effectiveness of your sourcing efforts to refine your strategy: 

• Response Rates: Track how many candidates respond to your outreach. 
• Conversion Rates: Measure how many candidates move from initial contact to interview stages. 
• Time to Hire: Monitor the average time it takes to fill a position from the start of sourcing. 

Try our Step-by-Step Guide to Sourcing Candidates, and don’t hesitate to reach out if you would like our team to alleviate the time and resources necessary to build a robust talent pipeline. An IT Staffing Firm makes this work their full time job so that you don’t have to. We have deep industry knowledge, specialized recruiters who understand the nuances of IT roles, an extensive network that allows us to tap into a broader and more diverse talent pool, a streamlined sourcing process, scalable efforts to meet your hiring needs, and the tools and resources necessary to bring in top tier talent.