By: GABI

What Is The Difference Between Talent Sourcing And Recruitment?  

We’re living strange but interesting times in terms of jobs and the overall recruitment process. In the aftermath of the Great Resignation, recruiters everywhere might feel like there’s a real talent shortage in the job market, though in the end, it all comes down to perspective and how you can adapt to changes. 

Talent and recruitment go hand in hand, but they can divide when it comes to the processes of talent sourcing and recruiting. There are differences between the two, and they can be done by different people or by the same one, depending on the HR company. Let’s take a look at why they are different and how each of them works.  

What Is Talent Sourcing?                                                                                      

Talent sourcing or talent acquisition is the process of looking and hunting for talented passive candidates and attracting them to your company so you can build and maintain a constant pipeline of talented individuals. Talent sourcing is a long-term strategy to attract skilled candidates that will be perfect for high-end positions in the future.  

People who are specialized and conduct talent sourcing are best known by the term “sourcer” or “scout” and they usually provide the first stage in the recruitment process: the finding of good prospective new hires. 

 

How does the Talent Sourcing Process Work? 

The talent sourcing process usually starts with scouts inspecting the market and looking for skilled passive candidates (meaning, candidates who didn’t apply for a job within the company).  

They can look for talented individuals on LinkedIn or conduct searches based on skills’ keywords on digital hiring platforms so they can find public resumes to fit the job requirements. Social media and online specific groups are also increasingly used places for talent acquisition.  

They then connect and engage with the potential candidates while increasing their interest in the company. It’s a “hunting” process of building a potential relationship between a skilled individual and a company interested in acquiring their talent for future employment. The potential candidate can enter the recruitment process soon after being “sourced” if there is an immediate need or at a later time. 

After identifying and connecting with the potential candidate, the scout then hands over the process to a recruiter. The potential candidate then enters the recruitment process.  

 

What Is Recruiting?  

Recruiting is the process of screening, evaluating, interviewing, and testing the candidates to see if they qualify to be employed for a specific job. It also involves negotiating the salary offer and employee benefits package and, in some cases, guiding the new hires in the first days of the onboarding. 

The recruiting process is usually done by recruiters or HR specialists. In smaller companies, the recruiter is also doing the talent sourcing and the two processes merge under the same person.  

 

How does the Recruitment Process Work?  

The recruitment process starts when the recruiter composes and posts the job requisition on multiple hiring platforms. Then they move on to screening and evaluating the applicants’ resumes to select the ones that seem fit for the job. This is also the most time and energy-consuming part of the recruitment process, where recruiters can benefit tremendously from using an AI-powered recruiting software like the Resume Aggregator.  

The selected candidates are then phone screened and entered into the technical assessment stage to evaluate their practical skills required for the job. Automated technical assessment tools make this process much faster and easier.  

The recruiter then schedules interviews with the candidates who passed the technical assessment. Before and after the interview, the recruiter follows up with the candidates to make sure everyone is well-informed and ready for the next steps. A communication tool like Gabi’s Communication Hub helps recruiters keep in touch with candidates and never miss anything during this critical step in the recruiting process.  

After completing all interviews, the recruiter decides which candidates to hire and presents them with the salary and benefits offers, which they can also negotiate for both parties to be satisfied. Once the selected candidates agree with the offer, the recruitment process moves to candidates signing the contracts and then onboarding.  

Some recruiters can also facilitate the first days of the onboarding by introducing the candidates to the team, and arranging for them to meet the managers. The recruitment process is finalized once the job openings are filled with the right candidates. And it starts again once new positions open.  

 

Conclusion 

Talent sourcing and recruitment aim to find skilled potential candidates for companies looking to hire. While talent sourcing is a long-term head-hunting process for maintaining a pipeline of talented individuals, the recruitment process is a short-term hiring solution for filling current job openings. 

Both processes need good communication skills, and they can be improved tremendously by also using AI-powered recruiting tools. If you’re in talent sourcing or recruiter, Gabi Labs has you covered with the most innovative recruitment software available. Try it now and get a 30 days trial.