How to source candidates from job portals

The thought behind, how to source candidates from job portals has become increasingly popular and transformed the way recruiters source and hire candidates. With the rise of technology and the internet, job portals have emerged as a convenient and efficient alternative to traditional recruitment methods.

The convenience of job portals is hard to ignore. Candidates can apply for jobs from anywhere in the world, and recruiters can access a vast pool of talent without leaving their desks. Job portals offer a range of features such as customized job alerts, easy application tracking, and communication tools that simplify the recruitment process for both recruiters and candidates.

In this article, we explore the rise of job portals, including their impact on the recruitment industry, the benefits they offer to recruiters and candidates, and how to source candidates using them for talent sourcing.

What is a Job Portal and the Types of Job Portal?

A job portal is like a bustling online marketplace specifically designed to make recruiters' lives easier. It's a central hub where recruiters can discover a vast pool of talented candidates who have showcased their skills and qualifications. With powerful search and filtering options, recruiters can quickly narrow down their search and find the perfect match for their open positions.

Job portals cover a wide range of industries, job functions, and geographic locations. They cater to various sectors and provide job opportunities across different levels of experience and qualifications. Here are some common ranges of job portals:

• General Job Portals: These job portals cover a broad range of industries and job functions. They offer job opportunities across multiple sectors and cater to candidates with various skill sets and backgrounds. Examples include LinkedIn, Indeed, Glassdoor, CareerBuilder, and ZipRecruiter.
• Industry-Specific Job Portals: These portals focus on specific industries or sectors, providing job listings and resources tailored to those fields. Examples include Dice (for technology and IT jobs), eFinancialCareers (for finance and banking), HealthcareSource (for healthcare professionals), and Behance (for creative and design professionals).
• Niche Job Portals: Niche job portals cater to specialized job markets or specific job roles. They target candidates with unique skills or interests. Examples include GitHub Jobs (for software developers), Upwork (for freelancers and remote work), AngelList (for startup and tech jobs), and USAJOBS (for government jobs in the United States).
• Regional/Local Job Portals: These portals focus on job opportunities within specific geographic regions or local areas. They cater to candidates and employers looking for positions in a particular location. Examples include Naukri.com (for jobs in India), Seek (for jobs in Australia and New Zealand), JobStreet (for jobs in Southeast Asia), and Craigslist (for local job listings in various cities).
• Company-Specific Job Portals: Many companies have their own dedicated job portals or career pages on their websites. These portals feature job openings specifically within that company, providing candidates with direct access to opportunities within the organization.

Optimizing the process of sourcing candidates through job portals involves leveraging the platform's extensive reach and features. By strategically utilizing job portals, recruiters can tap into a vast pool of potential candidates actively seeking employment opportunities. These portals offer advanced search functionalities, allowing recruiters to refine their candidate searches based on specific criteria such as skills, experience, and location. Moreover, job portals streamline the candidate sourcing process by providing tools for candidate management, communication, and tracking, enabling recruiters to efficiently identify and engage with qualified candidates. Thus, optimizing sourcing efforts through job portals enhances the effectiveness and efficiency of the recruitment process.

What are the benefits of sourcing candidates through job portals?

Benefits of Using Job Portals for Job Seekers

• Job Alerts at Your Fingertips: Many job portals offer convenient job alert notifications, ensuring that job seekers are promptly informed about interesting job openings that match their preferences.
• Abundance of Job Opportunities: Job portals serve as vast repositories of job choices from various companies. This abundance of options empowers job seekers to explore and search for the desired positions they want, regardless of location.
• Effortless Relevance: Job portals simplify the process of becoming visible and relevant to potential employers. By submitting resumes online, job seekers can effortlessly showcase their qualifications and await proactive responses from interested employers.

Benefits of Job Portals for Sourcers and Recruiters:

• Enhanced Company Promotion: Job portals provide an effective platform for companies to advertise themselves. When job hunters research different opportunities, they first examine a company's background, work culture, environment, and career development prospects. Job portals offer an excellent opportunity for companies to create a positive impression and attract talented candidates.
• Streamlined Resume Research: Job portals offer valuable filters that enable sourcers and recruiters to efficiently search for the most relevant candidates. These filters help identify resumes with the precise skills, qualifications, and experiences required for specific positions. By screening out inappropriate resumes, sourcers can quickly pinpoint the most competent applicants.
• Simplified Candidate Selection: The ultimate goal for recruiters and sourcers is to identify outstanding candidates to fill vacant positions. Job portals streamline the hiring process by providing an easy and efficient way to evaluate and choose the best applicants. By utilizing job portals, recruiters can create a list of potential candidates who possess the necessary skills, achievements, and experience.

How to source candidates from job portals?

1. Define Your Candidate Profile: Start by clearly defining the ideal candidate profile for the position you're recruiting for. Identify the key skills, qualifications, experience level, and any specific criteria that are essential for success in the role. This will serve as a roadmap for your search on the job portal.
2. Select the Right Job Portals: Choose job portals that align with your industry, location, and target candidate pool. Different portals have different strengths and user bases, so selecting the right ones increases the likelihood of finding qualified candidates. Consider popular job portals like LinkedIn, Indeed, Glassdoor, and industry-specific platforms.
3. Craft an Engaging Job Posting: Create a compelling and informative job posting that attracts the attention of potential candidates. Use clear and concise language to outline the job responsibilities, required qualifications, and company culture. Highlight unique selling points to make your job posting stand out among others. While curating job descriptions, you can make use of tools like HireQuotient’s free JD generator. Draft effective and optimized job descriptions in no time! 
4. Utilize Advanced Search Filters: Take advantage of the advanced search filters provided by job portals. Narrow down your search by specifying criteria such as location, experience level, education, skills, and relevant keywords. This will help you target candidates who closely match your requirements and save time in the screening process.
5. Review Candidate Profiles: Thoroughly review candidate profiles to assess their suitability for the role. Pay attention to their work experience, education, skills, endorsements, and any recommendations they may have received. Look for alignment with your candidate profile and prioritize those who exhibit the desired qualifications.
6. Engage and Communicate: Once you've identified potential candidates, engage with them proactively. Send personalized messages or emails to express your interest and invite them to apply or schedule an interview. Personalized communication shows that you have taken the time to review their profile and value their potential fit for the position.
7. Maintain a Candidate Pipeline: Continuously source candidates and maintain a pipeline for future roles. Keep track of promising profiles that may not be the right fit for the current position but could be suitable for upcoming opportunities. This helps build a talent pool that you can tap into whenever there's a need.
8. Leverage Networking and Referrals: Encourage candidates to refer others who might be a good fit for your organization. Networking within the job portal community and leveraging employee referrals can lead to high-quality candidates who may not be actively searching but are open to new opportunities.
9. Analyze and Optimize: Regularly evaluate the effectiveness of your sourcing strategies. Monitor metrics such as the number of quality candidates sourced, time-to-hire, and the success rate of hires from job portals. Use this data to refine your approach and optimize your sourcing efforts.
10. Explore Alternative Job Portals: Instead of solely relying on traditional job portals, consider exploring alternative websites that effectively serve as job portals in their own right. These platforms bring together individuals with a shared interest or specialization, providing sourcers and recruiters with access to their profiles and resumes. By thinking outside the box and tapping into these alternative portals, you can discover a pool of talent that may not be readily available on mainstream job sites.
11. Leverage Third-Party Tools: Expanding your talent sourcing toolkit to include third-party tools can significantly streamline and optimize your recruitment process. In addition to popular options like LinkedIn Recruiter, consider exploring innovative solutions like HireQuotient's Easy Source. These tools seamlessly integrate with platforms like LinkedIn Talent Insights, empowering you to enhance your efficiency and effectiveness in finding top-notch candidates. Let's take a closer look at some key features offered by EasySource:

• Advanced Filtering Capabilities: Easy Source offers comprehensive filtering options based on job title, geography, experience, skills, education, industry, course, and work authorization/permit. This enables recruiters to quickly identify candidates who meet specific criteria.
• Targeted Candidate Search: With Easy Source's robust filtering capabilities, recruiters can easily pinpoint candidates with the right level of experience, qualifications, and skills required for the job. This precision saves time and ensures a higher probability of finding the best-fit candidates.
• Industry and Education Focus: Easy Source allows recruiters to narrow down their search by filtering candidates based on their previous industry experience and educational background. This feature ensures that you're connecting with candidates who possess the relevant knowledge and expertise.
• Local and Remote Hiring Support: Whether you're seeking local talent or sourcing candidates for remote positions, Easy Source caters to your needs. Its flexible search parameters enable recruiters to find candidates suitable for both local and remote job opportunities.
• Work Authorization/Permit Filtering: For positions that require specific permits or work authorization, Easy Source offers the ability to filter candidates based on their work authorization status. This ensures compliance and streamlines the selection process.

Here are a few free and paid job portals to consider when hiring sourcing candidates

Free Job Portals

• Indeed - www.indeed.com
• LinkedIn - www.linkedin.com/jobs
• Glassdoor - www.glassdoor.com/Job/index.htm
• Google for Jobs - www.google.com/search?q=jobs
• CareerBuilder - www.careerbuilder.com
• SimplyHired - www.simplyhired.com
• Monster - www.monster.com
• ZipRecruiter - www.ziprecruiter.com
• Snagajob - www.snagajob.com
• Craigslist - www.craigslist.org

Paid Job Portals:

• LinkedIn Recruiter - business.linkedin.com/talent-solutions/recruiter
• CareerBuilder Recruiter - recruiting.careerbuilder.com
• Dice - www.dice.com
• Ladders - www.theladders.com
• FlexJobs - www.flexjobs.com
• AngelList - www.angel.co/jobs
• Idealist - www.idealist.org/en/jobs
• HigherEdJobs - www.higheredjobs.com
• eFinancialCareers - www.efinancialcareers.com
• Mashable Job Board - jobs.mashable.com

How to Effectively Budget Your Sourcing Efforts

Creating a well-planned budget for your sourcing activities is key to driving an effective recruitment process. Here's a short guide on how to budget your sourcing efforts:

Step 1: Assess your hiring needs and turnover rates

Start by calculating the number of positions you need to fill each year, taking into account both new openings and expected separations. This analysis provides a clear picture of your sourcing requirements and associated costs. Adjust your budget accordingly, considering factors such as anticipated hiring demands and retention rates.

To determine your hiring needs and turnover rates:

• Consult with hiring managers to estimate the number of new hires they anticipate for their teams.
• Calculate planned separations, such as retirements or resignations.
• Forecast separations based on historical turnover rates within your company.

Step 2: Calculate essential sourcing costs

Consider the following basic sourcing costs:

• Job boards: Evaluate previous expenses and identify the most effective sources of hire.
• Recruiters' salaries: Factor in the cost of in-house recruiters and sourcers by totaling their salaries.
• Employer branding: Allocate a budget for establishing and promoting your employer brand through activities like attending relevant events and creating branding materials.

Step 3: Estimate fixed costs

Include fixed costs in your budget, such as:

• Partnerships with universities and institutions: Evaluate the success of sourcing candidates from graduate career fairs or campus recruitment events and allocate funds accordingly.
• External recruiting agencies: If you engage external recruiters, incorporate agency fees into your budget.
• Recruiting events: Estimate expenses for event fees, tickets, and accommodation for events you plan to attend.

Step 4: Estimate recruiting technology costs

Account for software fees associated with recruiting tools, such as:

• Social media premium accounts, including platforms like LinkedIn Recruiter.
• Candidate sourcing tools 
• Applicant Tracking Systems (ATS) 

Step 5: Include miscellaneous costs

• Consider any additional or one-time expenses that may arise, such as:
• Implementing employee referral bonus programs.
• Redesigning your careers page to enhance the candidate experience.

Frequently Asked Questions about Candidate Sourcing

What does it mean to source candidates?

Candidate sourcing involves actively and proactively searching for qualified individuals to fill current or future job openings. It goes beyond the reactive process of reviewing resumes and applications submitted in response to job postings.

What is the difference between sourcing and recruiting?

Sourcing is the initial phase of the talent acquisition process, which involves identifying and engaging with potential candidates for a specific role. Recruiting, on the other hand, refers to the broader process of evaluating and selecting the best-suited candidates to fill a particular position.

What is meant by the source of the application?

The source of the application refers to the channel or method through which an applicant submits their application for a job opening. It can be tracked to determine whether the applicant applied through a referral, job board, career center, career site, candidate bank, or manually added to the system. This information helps in analyzing the effectiveness of different sourcing channels.

Sourcing candidates from job portals is a valuable strategy for recruiters and talent sourcers. By leveraging the power of job portals, recruiters can tap into a vast pool of potential candidates, access advanced search features, and streamline their hiring process. Stay ahead of the competition by mastering the art of candidate sourcing from job portals

An AI-based talent sourcing tool offers several advantages over sourcing candidates through job portals:

Advanced Search Capabilities: AI-powered tools utilize advanced algorithms and machine learning to perform more sophisticated candidate searches. They can analyze vast amounts of data and identify candidates based on specific criteria, such as skills, experience, and qualifications, with greater accuracy and efficiency than traditional job portals.

Passive Candidate Engagement: AI tools enable recruiters to identify and engage with passive candidates who may not be actively searching for job opportunities. By leveraging data analytics and predictive modeling, these tools can identify candidates who match the desired profile, even if they are not actively looking for new roles.

Increased Efficiency: AI-based sourcing tools automate many aspects of the candidate sourcing process, saving recruiters time and effort. They can perform tasks such as resume screening, candidate matching, and outreach at scale, allowing recruiters to focus on higher-value activities such as building relationships with candidates.

Enhanced Candidate Experience: AI tools can personalize the candidate experience by delivering tailored job recommendations and communication based on individual preferences and behavior. This helps create a more engaging and positive experience for candidates, leading to better candidate engagement and retention.

Data-Driven Insights: AI-powered sourcing tools provide valuable insights and analytics that help recruiters make more informed decisions. They can analyze recruitment data, identify trends and patterns, and optimize sourcing strategies to improve outcomes over time.

Overall, AI-based talent sourcing tools offer a more efficient, effective, and personalized approach to candidate sourcing compared to traditional job portals. They enable recruiters to identify and engage with the right candidates more quickly and efficiently, ultimately leading to better hiring outcomes