Published by
Tim Janbell Tellqvist
on
Definition:
Candidate sourcing is when recruiters actively search for qualified people to fill roles - not just wait for them to apply.
Why it matters:
Only around 36% of people are job-hunting at any given time. But over 90% are open to hearing about the right opportunity. That means sourcing helps you reach people you wouldn’t find through traditional job ads.
Examples of sourcing tactics:
Searching platforms like LinkedIn
Creating strong employer branding
Reaching out directly to potential candidates
Why sourcing is worth it:
Sourced candidates are often better fits. Research shows they’re more than twice as likely to be hired than people who apply on their own.
💡 TalentRiver helps make sourcing more efficient by suggesting relevant candidates from both your own recruitment system (ATS) and public databases - all in one place.
Talent Pool vs. Talent Pipeline
What’s the difference?
A talent pool includes everyone you’ve come across - past applicants, people from events, LinkedIn searches, referrals. They’re not yet evaluated for specific roles.
A talent pipeline, on the other hand, is made up of people who you’ve already checked and are ready to be considered for a job. It’s your shortlist of qualified candidates.
Why does this matter?
Having a clear talent pipeline helps you work faster and smarter. You don’t waste time reviewing unqualified profiles or starting from scratch.
But building and managing that pipeline takes time.
💡 This is where tools like TalentRiver can help by turning your broad talent pool into a ranked, ready-to-contact shortlist automatically.
