How to approach candidate sourcing smarter
What is candidate sourcing, and how do you approach it smarter? Discover efficient tactics, common mistakes and tools that speed up your process.
Build smart search lists, filter on signals, and send personalised InMails at scale without the risks of automation.
Candidate sourcing is the process of actively finding and reaching out to talent, often before someone applies themselves. Instead of waiting for candidates to find you, you go out and search for profiles that fit a role. With smart tools and a structured approach, you can speed this process up considerably, without giving up on quality or personalisation.
In this article you'll discover how to make sourcing within recruitment more efficient, what the most common mistakes are, and how to use modern tools to get better results with less effort.
Key takeaways
- Candidate sourcing means proactively finding and reaching out to the right professionals.
- Personalisation at scale raises your response rate without hours of manual work.
- LinkedIn Recruiter stays essential, provided you use it with smart templates and automation.
- Follow-ups are crucial, most replies come after the second or third message.
- Tools like Elvatix make sourcing faster, more consistent and more human.
What is candidate sourcing?
Candidate sourcing is the process where recruiters actively search for suitable professionals, often before they've applied to a vacancy themselves. You use platforms such as LinkedIn, GitHub or your own ATS to identify, select and personally reach out to talent.
The difference with recruitment? Sourcing focuses on the first part of the process: finding people and making contact. Recruitment covers the whole journey, from application to onboarding. Sourcing is about smartly and deliberately filling the recruitment funnel.
Sourcing active and passive candidates
Not every candidate is actively looking. There are two main groups:
Active candidates: These people are currently looking for work. Think 'Open to work' profiles on LinkedIn, or applicants through job boards.
Passive candidates: They aren't actively looking, but are open to an interesting opportunity. There's a lot of untapped potential here, provided you approach them well.
Sourcing is especially valuable with passive candidates. With the right message and timing, you can get this audience moving.
Tip: Elvatix gets more out of every InMail credit. Higher response rates, lower cost per contact.
See how →Effective channels for finding candidates
In talent sourcing, certain platforms work better than others. These are the most effective channels:
LinkedIn Recruiter: The core platform for professional outreach. Especially powerful when you use smart outreach templates.
Niche platforms: For technical roles, think GitHub or StackOverflow. For designers: Dribbble or Behance.
Your ATS: Many databases hold previously rejected or older contacts who could be a great fit now. Put that value to use again!
Common mistakes in candidate sourcing
1. Not segmenting your audience
If you send everyone the same message, you don't really reach anyone. Split your audience into segments by role, seniority or industry, and tailor your message to each one.
2. Vague language
Messages like "I came across your profile, might be interesting for us" lack conviction. Say exactly what you noticed and why someone is relevant, that shows you've genuinely looked.
3. Weak follow-ups
Sending one message and then leaving it? There's a good chance you're missing out on replies. Most people respond after the second or even third message, provided your follow-up adds value.
4. Doing everything manually, or standardising everything completely
You don't have to choose between mass bulk messaging or hours of personalising. There are ways to scale messages while keeping a human tone.
5. Using AI without oversight
AI can help you, but it's no substitute for your own expertise. Combine AI with your own tone of voice and insight, otherwise it quickly starts to feel impersonal and clinical.
Sourcing smarter and more personally with LinkedIn Recruiter
LinkedIn Recruiter (Lite or Seat) offers strong filters, tags and messaging tools. But with a smart workflow, you can work even more efficiently.
Write once, personalise 25 times
Build one solid base template that you personalise using variables such as first name, employer, technology or results. That way you keep consistency while making it personal.
Example: vague vs. personal message
Weak example (impersonal)
"Hi, your profile looks interesting. Fancy taking your next step with us?"
Better version (the Elvatix approach)
"Hi Sarah, your work on CX platforms at [company] caught my eye. We're building something similar, but with AI support. Mind if I give you a quick call about it?"
Example message flow with follow-up
Day 1 - First InMail:
"Hi James, I saw your experience with microservices migrations and it immediately made me think of our architecture overhaul. Mind if I send you something about it by email, or would you rather chat here?"
Day 4 - Follow-up:
"Hi James, just wanted to follow up briefly. Your profile could be a great fit, and I'd love to invite you for a short introductory chat. Would Tuesday morning work for you?"
With the right workflows, you can scale flows like this with ease, without losing your human touch. Tools like Elvatix make this possible.
Automation and tooling for sourcing in recruitment
A lot of AI tools are too complex or too generic for sourcing. So what works? A tool that helps you reach out to candidates quickly, in a structured way and in your own style.
Elvatix was built to help recruiters work more efficiently. You create one strong campaign, which you then personalise per audience. Follow-ups are built in too.
Key KPIs for successful sourcing
1. Response rate
How many people reply to your messages? An average sits between 10% and 25% with good segmentation and personalisation.
2. Time per candidate
Sourcing shouldn't eat up hours. With automation, you can put together one quality outreach message in a matter of minutes. Elvatix helps you make this scalable.
3. Relevance of replies (quality of hire)
It's not about quantity, it's about who replies. Are you attracting the right audience? Use their feedback to adjust your message or search strategy.
Sourcing is about using your time and tools smartly
Candidate sourcing doesn't have to be time-consuming manual work. With a clear target audience, smart tooling and effective follow-ups, you can achieve more results in less time, without becoming impersonal.
At Elvatix, we believe sourcing is about working smart. Less time on repetitive work, more time for the conversation. Want to see what that looks like in practice? Book a demo! We'll show you live how to reach out to candidates on LinkedIn faster and more personally.
Frequently asked questions about candidate sourcing
What's the difference between sourcing and recruitment?
Sourcing is actively finding and reaching out to candidates. Recruitment is the whole process of filling a role, from application to hire.
How much time does effective sourcing take per candidate on average?
With a well set-up process, you can send a quality first outreach message within 5 to 10 minutes per candidate. Tools like Elvatix make that possible.
What are good tools for sourcing automation?
LinkedIn Recruiter, your ATS and tools like Elvatix offer effective ways to send messages at scale without sacrificing quality.
Why do candidates often not reply?
This usually comes down to a message or timing that isn't relevant. On top of that, many recruiters forget to follow up, even though that's exactly what can make the difference. Segmentation and follow-up are crucial here.
Can you use AI in sourcing?
Absolutely, but only as a support. Use AI to work faster, but check every message for tone, relevance and human feel.
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