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sourcing the ultimate candidate

We've said before that employees are the face of your organisation, detrimental to the service or product delivery, patient or customer experience, and culture. So, once you've identified the ultimate candidate for your organisation, it's time to consider the most appropriate sourcing strategy to source the ultimate candidate. 

These days skill shortages challenge traditional strategies of sourcing talent. Revisiting our article on identifying the ultimate candidate, hiring on culture values, and team fit is important. And, it's no surprise that hiring beyond technical skill and qualification requirements can actually broaden potential talent pools and openness to sources of talent. 

To assist your sourcing strategy for the ultimate candidate, we've compiled a list of channels and sources of talent that should be considered: 

Internal talent 
It's not uncommon for best-kept secrets or in this case 'talent' to be hidden internally. Before thinking of hiring externally, is there any existing employee/s that can be internally promoted? Or, is there an opportunity to second an employee to into the new position on a fixed-term contract? 

We all know someone who knows someone 
Never underestimate the power of referrals and connections. Often great employees or connections know other great people, and your next hire could be one of them! If you don't already have a referral program in place, consider an appropriate incentive and get the program going internally and externally. For example, at RWR Health we have a $200 referral program. 

Leverage industry and alumni events that you attend by making valuable and long-lasting connections. Remember, its best practice to connect online with people you meet at events, and to maintain contact with them. You never know when an ultimate candidate may be one of your network connections! 

Think outside the square
Is the vacancy and characteristic requirements of the ultimate candidate open to candidates with transferable skills from other sectors or industries? Find out more here!

Specialist recruitment agencies
Like RWR Health, specialist recruitment agencies are well connected and have access to a largely passive and active database of candidates. A great specialist recruitment agency will apply multiple search strategies in order to make the best connections. 

Although vacancy advertising and employment brand communications each require an article of their own, any communication about a vacancy should really aim to 'speak' to and attract the ultimate candidate.  No matter the channel or source of talent applied, the use of language and communication style is key when sourcing the ultimate candidate! 

Remember, if you need any help with sourcing talent, we're Health, Medical, and Social Service recruitment specialists. Contact us for a confidential chat about your organisation's needs.