Crash Course in Talent Sourcing: Employer Branding and Engagement

Sure, there are some interesting "sourcing" products you'll see sponsoring all of the big events. But are they worth it? I should know, after all, I was part of the beta programs.

Let me tell you now that you don't need to pay a ridiculous subscription fee to get your team started with a robust talent sourcing system.
You can build it yourself with better personalization, customization, and reporting.
I'll show you how!

In my last entry, I provided a candidate engagement workflow to help you introduce and attract talent to your opportunity. If you're struggling with your ability to engage the talent you want, you'll need to retarget your prospects with another strategy that creates a stronger awareness around the opportunity, company, team, and you must deliver a compelling story.

This is accomplished by introducing employer branding strategies into your sourcing.

At the most basic level, it is important to represent a company that understands the value of employer branding (which is different than the regular company brand) and has a brand identity and a social presence. You can engage talent with employer branding by building a framework with a landing page, pimped out job descriptions with links, video content, a youtube page, and/or employee testimonials from the departments you are trying to hire. Combine all of this content together in a compelling story that aligns to your candidates and you are primed for success. If you notice when you goto Facebook's career site, they have all of this organized by department and you should too if want to keep up with the best. It creates a personal experience that helps a candidate bridge the gap and connect on how life might look if they decided to say "yes." Startups need the most help. I see this time and time again.

Thankfully, we now have the tools that allow us to track the performance when making these changes.

Now that you've built a campaign with rich content and resources your prospect will research after you attempt to contact them, you'll need to reel in your prospect to turn them into a quality candidate.

Here is a workflow to help you build a strategy for nurturing talent to increase their engagement levels, weaving in an employer branding strategy.

Yes, you now have a strategy.....but this is just the beginning...

How do you build a candidate engagement workflow with the right tools, templates, and process to deliver an exceptional first impression to the talent you seek?

Check out my "crash course" talent sourcing training guide available on my website to understand how to bring everything together and build this strategy with the proper tools, templates, and technology.

Hire me if you need help. Call me if you need guidance. Connect with me if you want to keep learning. Have a great day!


James Chmielinski is a second generation recruiting veteran, former baseball player, and founder of, the first ever recruiting innovations lab. His company is built from two generations of sales and recruiting experience resting on the backbone of post-millennial technology.  

Last year, Find (Mr. Chmielinski's inaugural software) attracted 178 active users in 114 cities from 17 countries.

This year, James created largest recruiting community on slack called "Recruiting Innovators", a hub-spot for recruiting jobs, networking, news, and best practices. 

His latest project, (Sign up for upcoming pilot), is scheduled for a pilot program release within early 2017. Sign up for the pilot.

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