Welcome to CERTIFIED BUSINESS DEVELOPMENT PROFESSIONAL

Welcome to Certified Recruitment and Talent Acquisition Professional Course.

Welcome to MODULE 2. After the end of this Module 2, you will learn about.

TALENT SOURCING STRATEGIES. Welcome to Module 2 of the Certified Recruitment and Talent Acquisition Professional.

Welcome to 2.1.. Sourcing Methods and Techniques.

 Job Boards and Online Platforms. Job boards and online platforms are foundational tools in the talent sourcing toolkit. They provide access to a.

 Social Media Sourcing. Social media sourcing involves leveraging social networking platforms to identify and engage with.

 Passive Candidate Sourcing. Passive candidate sourcing involves identifying individuals who are not actively seeking new job.

 Boolean Search and Search Engines. Boolean search is a powerful technique that allows recruiters to refine online searches using specific.

 Employee Referral Programs. Employee referral programs are valuable sourcing methods that tap into your existing.

 University and College Partnerships. University and college partnerships are strategic sourcing methods for entry-level and.

 Niche Job Boards and Industry Associations. Niche job boards and industry associations cater to specific sectors and professions. These sources can help you find.

Moving on to 2.2.. Building Talent Pipelines. In today's dynamic job market, organizations face fierce competition for top talent. Attracting.

 The Significance of Talent Pipelines. Talent pipelines offer numerous advantages that make them indispensable in the modern recruitment landscape:.

 Steps in Building Talent Pipelines. Building effective talent pipelines requires a strategic and systematic approach. Here are the key.

3. Source Proactively. Utilize a combination of sourcing methods and techniques to identify potential candidates who match your.

6. Assessment and Screening. As candidates express interest or as job openings become available, assess and screen candidates based.

 Tools and Technology for Talent Pipelines. Several tools and technologies can streamline the process of building and managing talent pipelines:.

 Managing Diversity in Talent Pipelines. Building diverse talent pipelines is a priority for many organizations committed to fostering inclusive workplaces. To.

 Measuring Success and Iterating. Building talent pipelines is an ongoing and iterative process. To gauge the success of your.

Continuing to 2.3.. Social Media Recruitment. Introduction.

 The Evolution of Social Media Recruitment. Social media has evolved from a platform for personal connections to a powerful tool for professional.

 Leveraging Social Media for Recruitment. To effectively leverage social media for recruitment, consider the following strategies:.

3. Twitter: Real-Time Engagement. Twitter offers real-time engagement and networking opportunities:.

5. Engage with Content. Engagement is key on social media. Respond promptly to messages and comments, engage with user-.

8. Employer Branding. Consistently reinforce your employer brand through social media. Share stories, testimonials, and.

 Measuring Success. Effectively measuring the success of your social media recruitment efforts is crucial. Key performance.

Let’s go to 2.4.. Employee Referral Programs. Employee referral programs are a valuable and often underutilized resource in talent.

 The Power of Employee Referral Programs. Employee referral programs have gained recognition as a powerful tool for recruitment. They involve.

 Building Effective Employee Referral Programs. To create and manage effective employee referral programs, consider the following best practices:.

2. Promote the Program. Promote the referral program throughout the organization to raise awareness:.

4. Regular Communication. Maintain ongoing communication about the program:.

6. Track and Measure. Implement tracking and measurement mechanisms to assess the program's effectiveness:.

 Encouraging Employee Engagement. To maximize the effectiveness of employee referral programs, encourage high levels of.

 Ethical Considerations. While employee referral programs offer numerous advantages, ethical considerations.

 Measuring Success. Effectively measuring the success of employee referral programs is vital:.

Continuing to the Last part of this module 2.5.. Diversity and Inclusion in Sourcing.

 The Importance of Diversity and Inclusion. Diversity and inclusion are not only ethical imperatives but also essential for organizational success. Here's why.

Integrating D&I in Sourcing. To promote diversity and inclusion in sourcing, consider the following strategies:.

 5. Employee Resource Groups. Leverage employee resource groups (ERGs) or affinity groups within your organization. These groups can help in.

 Ethical Considerations. Ethical considerations in D&I sourcing are paramount. Be aware of:.

 Measuring Success. Effectively measuring the success of D&I sourcing initiatives is crucial:.

Let’s discuss a case study on LinkedIn's Innovative Talent Sourcing Strategies.

 Building Talent Pipelines: LinkedIn actively builds and maintains talent pipelines by engaging.

 Diversity and Inclusion in Sourcing: LinkedIn is committed to diversity and inclusion in its sourcing.

Glossary of Key words for this module.  Talent Sourcing: The process of identifying and attracting potential candidates for job openings within an.

 Candidate Engagement: The process of interacting with and maintaining relationships with potential.

 Inbound Recruiting: A strategy that focuses on attracting candidates who are actively seeking information about job.

Test your Knowledge, with the following Multiple-Choice Questions.

 Answer: C. To identify and attract potential candidates.

2. Which sourcing technique involves using logical operators like "AND," "OR," and.