Candidate Sourcing is the proactive process of identifying, attracting, and engaging potential job candidates, both active job seekers and passive talent, before they apply to open positions. It involves using multiple channels such as job boards, social media, networking, and talent databases to build strong pipelines for current and future hiring needs.
Relying only on applicants who respond to job postings limits the talent pool. Candidate sourcing expands reach, improves quality-of-hire, and reduces time-to-fill by ensuring a steady stream of qualified prospects. Strong sourcing strategies also help companies compete in tight labor markets and fill specialized or hard-to-hire roles.
Candidate sourcing sits within the talent acquisition and recruiting layer of the HR stack. It is often powered by ATS (Applicant Tracking Systems), CRM (Candidate Relationship Management) tools, and sourcing platforms (e.g., LinkedIn Recruiter, Entelo, or SeekOut) that integrate with HRIS once a hire is made.
Recruiting covers the entire hiring process, while sourcing focuses specifically on finding and engaging candidates before they apply.
Yes. Sourcers identify and reach out to candidates, while recruiters manage interviews, candidate experience, and closing offers. In smaller companies, one person may do both.
Passive candidates are individuals not actively applying for jobs but who may be open to opportunities if approached with the right role.
Partially. AI-driven tools can scan databases, job boards, and social media to suggest matches, but human judgment is still key to personalization and relationship building.
Key metrics include source of hire, response rates, quality of candidates sourced, time-to-fill, and pipeline diversity.