Often in the quest of finding the best talent, we are lured towards new tools that promise we will get even the most passive candidates. We often forget that a passive candidate is not synonymous with a good match.

A good match is way more important. So we decided to build a view of sourcing practices around two axes: X= Accuracy of Match and Y=Passive/Active.

What is the best practice for sourcing? Your new experienced recruits. Why? They are the most trusted sources for their ex-colleagues. Because everyone knows who the top performers are once you have worked together for a while.

Referrals at large can be a hit or miss and an organizations resume databases are a powerful source if they are well structured such as Taleos Talent Master.

All talent departments are doing exit interviews. But how many are doing welcome/sourcing interviews?