Candidate Sourcing Process Explained: How TAT, Quality Control & Screening are Managed in Offshore Recruitment

Picture this: you are the Managing Director of one of the world’s leading staffing firms in the UK. One of your best clients–a competitive healthcare provider or IT service provider–is calling you with utter urgency. They need a highly skilled team of nurses/engineers, fully qualified and possessing specialised knowledge and certified, within a week. The game is on: one wrong step might jeopardise a partnership YEARS in the MAKING.

This is really where your sourcing strategy comes under the toughest test. What’s brewing behind the scenes, an efficient candidate sourcing process ensures that you not only meet but exceed client expectations.

But what about those situations where demand is too high, timelines are too tight, or the talent pool seems frighteningly shallow?

What Are the Steps of the Candidate Sourcing Process?

Every road trip starts with a map, and outsourced candidate sourcing services is not an exception. This process lays the groundwork for recruitment agencies that aim to standardise delivering quality hires over time. Let’s break this process:

1. Demand collection: Provide an outline of the job role and key skills required – often industry-specific.
2. Technology-based recruitment: From an AI-driven resume parsing to an advanced candidate database, automation is involved at every stage. As per a report by Staffing Hub, AI-based tools reduced the sourcing time by 30% in 2024.
3. Initial Screening: Technology ensures that parsing of resumes is error-free while the candidates possess all the needed qualifications.
4. Evaluation and Shortlisting: The predictive analytics allows one to identify which candidate best fits the situation and delivers a more targeted shortlist.
5. Final Presentation: Offshore companies ensure transparency by communicating insights on candidates to clients through online dashboards.

And this way every step is designed to balance efficiency with quality-two pillars critical to successful recruitment outcomes.

Why Is Turnaround Time (TAT) a Game-Changer for Recruitment Firms?

Just imagine losing a significant client just because your competitor delivers faster even though the candidate quality was not superior. Well, this is something more common to many firms than they want to admit. TAT is not a metric; it’s a competitive advantage.

According to KPMG’s UK Recruitment Industry Trends report says 73% of firms observed delays in the sourcing process as a leading cause of lost revenue during the 2024 period. A way offshore providers fight back the challenges created by TAT is technology, supported by specialisation.

Key Strategies of TAT Reduction

1. Automation of Tasks: Many of the processes are repetitive-some of them even amounting to days-like resume parsing and initial filtering. Hours saved here. Tools Entelo and SeekOut make sure that this phase is optimised, thus not causing delays.
2. Time-Zone Advantage: Offshore teams work 24/7, taking advantage of time differences to speed up workflows.
3. Predictive Analytics: It identifies bottlenecks in advance and takes preventive measures. It may be that the database of any candidate has got outdated; alerts will remind to update immediately so not to face any last-minute surprise.

Outsourced Candidate Sourcing

Generated Placements Worth $763K in 16 Months Through Outsourced Candidate Sourcing
Real-World Impact

How Is Candidate Quality Maintained Without Compromise?

In recruitment, speed means little without quality. A bad hire may cost up to 200% of employee’s annual salary according to HT CT times. Offshore providers are acutely aware of this and prioritise quality control through cutting-edge measures.

Steps to Ensure Candidate Quality

1. Data-Driven Screening: Advanced ATS systems, such as Bullhorn and JobDiva, filter candidates with unmatched precision. These tools analyse qualifications, experience, and even behavioural patterns to predict cultural fit.
2. Layered Validation: Beyond AI, human oversight ensures that candidates meet sector-specific compliance requirements. For healthcare roles, this might include validating DBS checks and Right-to-Work documents.
3. Continuous Feedback Loops: Many offshore providers include client feedback as part of the quality assurance process, adjusting criteria to refine results.

Active Candidate Sourcing

200% Revenue Growth: How a UK Finance Recruiter Sourced 800+ Candidates Daily

How Are Screening Techniques Revolutionising Recruitment?

The screening process has undergone a seismic shift thanks to advancements in technology. Offshore providers now use AI-driven solutions to enhance accuracy and reduce time-intensive tasks.

Innovative Screening Techniques

1. Natural Language Processing (NLP): AI tools analyse resumes and cover letters for context, ensuring candidates match job descriptions beyond keyword searches.
2. Soft Skill Assessments: Tools like Pymetrics use gamified tests to evaluate traits like empathy and problem-solving, crucial for leadership roles.
3. Video Interview Insights: Platforms like HireVue analyse candidates’ speech patterns, tone, and body language to assess fit.

Top Talent Sourcing Tools

Plenty of candidate sourcing tools are available for recruiters, broadly classified into four distinct categories:

• CRM and Software – Beamery, Avature
• Browser Extensions – Archively, Connectifier
• Search Engines – Gild, Entelo, Sourcing.io, Talentbin
• Communities and Marketplaces -Recruitify, Hired, LinkedIn, Gild

According to Staffing Hub, 50% of recruitment firms experienced a 35% boost in productivity after adopting AI-based screening tools in 2024.

How Do Offshore Providers Maintain Transparency with UK Staffing Firms?

Transparency is often the Achilles’ heel of offshore recruitment. Without clear communication, staffing firms risk losing client trust. However, forward-thinking providers have turned transparency into a differentiator.

Tech-Driven Transparency

1. Centralised Dashboards: Tools like Zoho and Salesforce allow clients to monitor sourcing progress in real time, from candidate discovery to final submission.
2. Performance Metrics: Providers share detailed analytics, including TAT averages, candidate feedback scores, and compliance audit results.
3. Blockchain for Compliance: Some providers are adopting blockchain to create tamper-proof records of candidate documentation, enhancing trust in heavily regulated sectors like healthcare and finance.

Active Candidate Sourcing

Tech Staffing Agency Generates £300,000 Revenue in 9 months with outsourced Candidate Sourcing Support
Success Story

What Challenges Persist, and How Can They Be Overcome?

Despite these innovations, recruitment isn’t without its hurdles. Offshore sourcing faces unique challenges that require proactive strategies:

1. Talent Scarcity: With the UK projected to face a shortfall of 1.4 million workers by 2025 (KPMG), firms must expand their sourcing horizons. Offshore providers offer access to untapped global talent pools, mitigating local shortages.
2. Compliance Complexity: Regulatory landscapes are constantly evolving. Providers that integrate AI-driven compliance checks can reduce errors significantly.
3. Bias in AI: While AI eliminates some biases, it may introduce others. Continuous algorithm audits are essential for maintaining fairness.

What Does the Future Hold for Candidate Sourcing?

The recruitment industry is on the brink of transformation, driven by technology and changing workforce dynamics. Emerging Trends for 2025 include:

• AI-Driven Predictive Hiring: By 2025, 90% of staffing firms are expected to use predictive analytics to forecast candidate success rates (SIA).
• Diversity and Inclusion: Offshore providers are increasingly using AI to ensure unbiased candidate shortlisting.
• Sustainable Hiring Practices: From remote onboarding to virtual career fairs, sustainability is becoming a priority for both firms and clients.

For UK staffing firms, staying ahead means embracing these trends while maintaining a sharp focus on client satisfaction.

Tips for Successful Candidate Sourcing

1. Collaborate Early with Hiring Managers: Align expectations and regularly update on role requirements.
2. Leverage Your ATS: Begin sourcing with candidates already in your Applicant Tracking System.
3. Develop an Engagement Strategy: Plan outreach efforts to attract and retain top talent.
4. Analyse Past Hiring Patterns: Identify why previous candidates were not hired to refine criteria.
5. Diversify Channels: Use multiple sourcing methods, including job boards, social media, and professional networks.
6. Tap Employee Networks: Encourage employees to refer candidates from their connections.
7. Plan Ahead: Build talent pipelines for roles you anticipate filling in the future.
8. Polish Your Recruiting Pitch: Create a compelling narrative about your company and the role.
9. Strengthen Employer Branding: Collaborate with hiring managers to craft a standout brand image.
10. Maintain Follow-Up Efforts: Keep engaging candidates who didn’t respond initially.
11. Find the Right Tools: Invest in sourcing platforms that fit your needs and workflows.
12. Stay Connected: Regularly communicate with your team and maintain relationships with potential hires.

By mastering these strategies, you’ll optimise your candidate sourcing process and consistently attract top-tier talent.

Partnering for Success

The future of recruitment is here, and it’s faster, smarter, and more transparent than ever before. For C-suite executives in the UK staffing industry, partnering with offshore providers offers unparalleled advantages: reduced costs, improved efficiency, and access to cutting-edge technology.

At the heart of this transformation lies a commitment to delivering quality hires while navigating the complexities of modern recruitment. The question isn’t whether you should optimise your sourcing strategy—but when.

Originally published Nov 15, 2024 09:11:28, updated Nov 15 2024

Topics: Candidate Sourcing Process, outsourced candidate sourcing services