At Helios recruitment we understand that Candidate sourcing is a critical process to identify and attract potential candidates for job openings. Here's a general outline of the candidate sourcing process at Helios Recruitment;

• Define Job Requirements: The first step is to collaborate with hiring managers to understand the specific requirements for the position. This includes the desired skills, qualifications, experience, and any other relevant criteria.

• Develop Sourcing Strategy: Based on the job requirements, we determine the most effective sourcing channels to find suitable candidates. This may include a combination of online platforms, professional networks, social media, referrals, job boards, industry events.

• Create Job Descriptions: We create compelling and accurate job descriptions that highlight the key responsibilities, qualifications, and benefits of the position. Clear and engaging job descriptions can attract more qualified candidates.

• Search and Identify Potential Candidates: We will utilise various sourcing channels to identify potential candidates. This may involve conducting keyword-based searches on job portals, social media platforms, and professional networks. We may also leverage our own networks and ask for referrals.

• Review Resumes and Applications: Once potential candidates are identified, we review their resumes and applications to assess their qualifications and suitability for the job. We look for relevant experience, skills, education, and other factors specified in the job requirements.

• Conduct Initial Screening: We may conduct initial screenings through phone interviews or video calls to further evaluate candidates' qualifications, assess their interest in the position, and gauge their cultural fit.

• Build Talent Pools: We often maintain talent pools or databases of potential candidates for future positions. We keep track of qualified candidates who may not be suitable for the current opening but could be a good fit for future opportunities.

• Engage Passive Candidates: We may proactively reach out to passive candidates who are not actively job searching but may be open to new opportunities. We achieve this by building relationships, understanding their motivations, and presenting compelling reasons to consider the position.

• Evaluate and Shortlist Candidates: We evaluate the screened candidates based on their qualifications, experience, interview performance, and other factors. We create a shortlist of the most promising candidates to move forward in the hiring process.

• Coordinate Interviews: We schedule and coordinate interviews between the shortlisted candidates and the hiring managers. We ensure all logistics are in place, provide necessary information to candidates, and collect feedback from both parties after the interviews.

• Facilitate Decision-making: We work closely with hiring managers to facilitate the decision-making process. We gather feedback from interviews, assist in assessing candidate suitability, and provide additional information as needed.

• Offer and Onboarding: Once a candidate is selected, we extend the job offer, negotiate terms, and assist in the onboarding process. We may coordinate with other teams, such as HR or operations, to ensure a smooth transition for the new hire.