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candidate sourcing
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2 Myths About Candidate Sourcing and DEI A couple of myths are floating around the talent acquisition industry these days, according to research firm Datapeople. One is that candidate sourcing is an equitable approach to diversity, equity, and inclusion (DEI). The other is that inbound recruiting is inefficient. Neither is the case, according to Datapeople. There’s no need to manufacture diversity through candidate sourcing if the top of the applicant funnel is already diverse. And inbound recruiting is very efficient, if done correctly. Datapeople says that hiring teams turn to candidate sourcing because they offer proactive approaches to DEI. Yet candidate sourcing limits the number of job seekers encouraged to apply for a given role and also invites unconscious biases to influence the candidates chosen. It's an attempt to manufacture diversity. But a qualified, diverse top of the funnel yields a qualified, diverse bottom of the funnel. A lot of hiring teams are doing diversity sourcing these days, says Datapeople, despite the question of how it looks when a recruiter reaches out to a candidate from an underrepresented group and mentions DEI. Often, candidates are left to wonder exactly why a recruiter is contacting them. Referrals are also inherently inequitable, according to Datapeople. Not only do employee referral programs tend to favor referred candidates, they also tend to perpetuate whatever lack of diversity already exists. As a whole, referral programs can exclude large swaths of qualified job seekers who don’t know anyone at the company. Also, when an employee refers someone, the hiring team may favor that candidate without even realizing it. In a recent analysis of jobs data from 10,000 U.S.-based employers, Datapeople found that referred applicants are, on average, 9 times more likely to get an offer than applicants from inbound recruiting efforts, despite inbound recruiting channels bringing in the majority of applicants. According to Datapeople, over 80% of all applicants come from inbound recruiting channels like company career pages, Indeed, LinkedIn, and other online job boards. Yet these applicants are only half of all hires. Meaning hiring teams are favoring referred applicants disproportionately. The second myth is that inbound recruiting is inefficient. But, according to Datapeople, the inbound recruiting channel isn’t the issue ─ it’s the job description. Simply put, a job post is still the most important tool in the recruiter toolbox, which means it can make or break a recruiting effort. Contact Us At: https://datapeople.io/
