Sourcing has quickly become a mature part of many recruitment processes. More and more candidates are being approached, instead of actively applying for a vacancy themselves. But what exactly does that process look like? Until now, few figures were available. This is now changing, now that Cooble , the Netherlands’ largest specialist in the field of sourcing, has examined the entire funnel.
Cooble‘s more than 30 sourcers approached more than 16,000 people in the first quarter.
The company in Den Bosch now employs more than 30 sourcers, for a multitude of customers. They approached more than 16,000 potential candidates in the first quarter of this year alone, and then kept close track of how those people fared further in the funnel , and whether it ultimately led to a hire . In any case, this resulted in the following 10 surprising figures :
- A total of 48.2% respond to a ‘cold InMail’, i.e. a message via LinkedIn without a previous connection.
- On average, another 30% of the candidates will then receive a reminder.
- With approximately 1 in 13 candidates approached, or 7.5% , a real interview follows.
- Of the number of candidates spoken to, Cooble introduces an average of 62.2% to the hiring manager .
- On average, 61% of those proposed candidates actually go for a job interview with the hiring manager .
- Of those candidates, 58.2% also go for a second interview.
- About 2 in 5, or 40.4% , of the candidates who have had a second interview subsequently receive an offer.
- Of those who receive an offer, just over 30% refuse it.
- Of the candidates with an offer in hand, 58.2% are ultimately accepted.
- In total, a sourcer needs an average of 76.2 hours for the entire funnel to realize 1 hire .
Trends in sourcing visible
“On the one hand, sourcing is something that has been around for a long time, but on the other hand, it is also quite new,” says Milou Verhoeks , partner and sourcing geek at Cooble ( right in the photo below ). ‘Fortunately, more and more organizations are seeing the added value of it. With this research we want to give the market more insight into the additional supply of good candidates that a professional sourcing strategy can bring. And because we will conduct this research every quarter, we can also clearly demonstrate the trends in sourcing.’
‘Finding someone isn’t the hardest part. Getting someone moving is what sets us apart.’
Cooble partner Jan Karel Sindorff ( left ) adds: ‘In this heated labor market, you no longer make a difference with just a vacancy on a job board. Sourcing candidates yourself is then a logical next step. We approach the individual and make the labor market a little more personal. But we are increasingly noticing that finding someone is not the most difficult thing. Getting someone moving is what sets us apart.’
How do they do that? “We always really try to surprise the candidates,” says Verhoeks. ‘For example, I always look for something that is not directly related to work. For example, today I talked to a candidate security officer for quite some time about his sailing hobby. And then many people appear quite willing to get to know each other better and also talk about work.’
Surprised
What surprised them in their own research? Verhoeks: ‘What I see happening: when a candidate previously received an offer, it was always a hit. Now you see that a candidate also knows how the market works and, with such an offer in his pocket, he first has to wait and see what else comes his way.’ As an employer, you really have to make a good offer right away, Sindorff notes. ‘Not that everyone is driven by money, that’s not so bad. But not all employers are yet sufficiently aware of how the market has changed.’
‘It’s about speed and a very low threshold.’
What do they think is the secret of good sourcing? Sindorff: ‘It’s about speed and a very low threshold. I never talk about applying for jobs, but about getting to know each other. And if that candidate wants that, don’t sit in front of him or her as an employer with an entire panel with loaded guns. That does not work.’ Verhoeks adds: ‘Don’t push . But keep in touch, for example. For example, send flowers if a candidate has not yet accepted an offer. As a potential new employer, you do not have to do that at that time. But small things like that often make a difference in the end.’
Additional channel
According to the Cooble specialists, sourcing does not replace traditional recruitment, but is an addition to it . “Think of it as an extra channel,” says Sindorff. ‘If you conduct a good recruitment campaign, you create a brain position among your target group. If a sourcer then contacts you, this strengthens the employer brand. It is then only up to us to take care of: how do I get you moving as a candidate?’ Verhoeks: ‘Nowadays you often have target groups that see a campaign, but then say: I will only take action if I am approached. And that’s what we’re good at.’
The entire benchmark?
Curious about the entire Sourcing Benchmark, including 6 pro tips? Request it here .
Knowing more?
Milou Verhoeks will also be a speaker during Werf& Live on Thursday, May 19 . There she will provide the breakout ‘ Out of the Box Sourcing ‘ – Sourcing has become indispensable. Yet you don’t just do this. Sourcing in times of shortage. How do you do that in an out of the box way?