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The best sourcing tools for recruiters

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If you’re struggling to find suitable employees, you may need to be more proactive in your hiring process. The best candidate sourcing tools help recruiters and hiring managers find potential candidates and build a pool of qualified candidates.

Hiring Managers Are Struggling to Find Qualified Candidates

Before companies can hire and train new workers, they need to find suitable candidates. This can be a time-consuming process – and it’s getting worse. According to Robert Half, employers say it can take up to 11 weeks to hire for an open position, which is three weeks longer than what employers reported in 2021. Additionally, around 90 percent of managers say it’s challenging to find skilled workers.

If you need an employee now, 11 weeks is a long time. If a key worker quits unexpectedly or an essential worker is unable to work due to medical reasons, filling a position may be urgent.

Plus, finding the ideal job candidate is only half the battle: you also have to convince the candidate to accept the position. Experienced workers are likely to be in demand and might receive multiple job offers, meaning you’re competing with other companies.

Recruitment Team Options: Sourcing vs. Job Ads

Hiring managers and recruitment teams can use various strategies to search for candidates to fill open positions. These strategies generally boil down to candidate sourcing and placing job ads, each of which has pros and cons.

Job Ads

  • The pros: When you post job ads, you attract the attention of people who are seeking employment and may be interested in accepting the position. This decreases the risk of wasting time on candidates who are not likely to accept a job offer. Your ad may also attract jobseekers who are a terrific fit for the company but whom you may not have considered for various reasons – for example, because they have a less traditional career path.
  • The cons: However, the downside of job ads is you don’t control who applies. You may receive an overwhelming number of applications from people who are not good matches but no applications from your ideal candidates. You have to hope the right people will see the ad and choose to apply. Furthermore, there’s a good chance many of the same jobseekers will apply each time you list a new ad for the same role, which is inefficient.


  • The pros: When you source job candidates, you collect information on candidates, screen them and reach out to individuals who might be a good match for your company. This proactive approach allows you to focus your resources on the candidates you want to hire. It may help you connect with workers who are interested in a new position but who are not actively engaged in a job search – for example, because they are busy. Furthermore, this is a good way to build a pool of candidates and to start developing relationships. If you need to fill a position quickly, you’ll already have a list of screened candidates to approach.
  • The con: The downside, however, is that sourced individuals may have no interest in accepting the position.

Although job ads do have a role to play, candidate sourcing is often a more effective strategy, especially when you’re filling high-level positions that require experienced, in-demand candidates.

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What to Look for in Candidate Sourcing Tools

To conduct effective candidate sourcing, you need to take the following steps:

  1. Collect information about candidates.
  2. Screen candidates.
  3. Reach out to potential matches.
  4. Store information for future needs.

The right talent sourcing tools can help make this process as efficient as possible.

  • Sources: Your sourcing tools can draw on a number of sources, including people who already work for your company and may be ready for a promotion, referrals, people who are actively seeking work on jobsites, databases of resumes, social media platforms, trade groups and alumni groups. When considering which tools to use, pay attention to the sources they draw on. Also consider whether the tool is designed for a specific industry (such as tech) or a specific segment (such as small businesses).
  • Screening: Candidate screening requires balance. On the one hand, you want to make sure you’re screening out candidates who are obviously a poor fit. Otherwise, you risk wasting time pursuing candidates who won’t work out or (worse) hiring the wrong person. On the other hand, you don’t want to screen out excellent matches because you’re using irrelevant criteria. You need a sourcing tool that will help you find the right balance.
  • Automation: A good sourcing tool will eliminate a lot of the tedious administrative work, thereby freeing up time for your recruitment and HR team. Don’t just consider how the tool works on its own – consider whether it will integrate with your other systems, such as your applicant tracking and communication systems.

The Best Sourcing Tools

You have many talent sourcing tools to choose from. Here are a few popular options:

  • Careerbuilder says its database of resumes contains more than 90,670,268 active jobseekers with resumes that have been updated in the last year. CareerBuilder also offers AI tools to speed up the process, automated emails and resume match notifications to let you know when someone uploads a new resume matching your criteria.
  • Fetcher says it automates candidate sourcing and outreach. The system offers custom and curated batches of diverse candidates. It promises verified personal email addresses with 95 percent and above open rates.
  • Hired offers instant access to a curated pool of software engineers, DevOps, product designers, product managers, data analysts and other tech talent.
  • HiringSolved aims to automate recruiting to help match people and jobs in a fast, accurate, simple process. Solutions include candidate and resume matching, ATS and CRM optimization, AI-powered analyses and more.
  • Instahyre helps users find software engineering, IT, data science, product management, design, marketing, sales, operations and HR candidates. In addition to paid subscriptions, there’s a free plan with a limited number of profiles.
  • LinkedIn is a top social media platform for professionals. LinkedIn Talent Solutions lets users search LinkedIn members and connect with candidates using the InMail messages feature.
  • SeekOut aims to help employers diversify their talent pipeline, enabling them to see all internal and external candidates in one place. The company offers talent acquisition, management and intelligence solutions, specializing in health care and aerospace and defense.
  • Yello Sourcing (formerly called WayUp) offers DEI analytics, automated concierge sourcing and employer branding. The sourcing solution caters to early talent teams that want to recruit Gen Z workers and a diverse talent pool.

Take Control of Your Recruiting Process

The best sourcing tools for recruiters can help you find the right candidates. For more support, use Higginbotham’s HR services. We can help with everything from onboarding and training to payroll and offboarding. Learn more.

Not sure where to start? Talk to someone who wants to listen.

A great plan starts with a conversation. Let’s talk about what you need.

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