Benefits of using a multi-channel sourcing strategy

A multi-channel sourcing strategy is essential for reaching a diverse and high-quality talent pool. By leveraging various attraction channels in your talent strategy, organisations can maximise their reach, engage different types of candidates, and improve the overall effectiveness of their recruitment efforts.

But often TA teams don’t have the budget to buy the tech, nor do they have the resources to implement a multi-channel sourcing strategy, so partnering with a resourcing specialist like Omni automatically opens doors to candidates that were firmly shut before.

Below, we expand on key reasons why a multi-channel approach is beneficial:

1. Activating Your EVP and Sitting Behind Your Brand

Why It Matters: 

Your Employer Value Proposition (EVP) defines what makes your company an attractive place to work and serves has the potential to amplify your talent attraction strategy in the market place. By using a multi-channel sourcing strategy, you can effectively activate and promote your EVP across different platforms, ensuring it reaches a wider audience and supports how an organisation can attract and retain the best talent.

How It Works:

Consistent Messaging Across Channels: A multi-channel strategy allows you to consistently communicate your EVP through various mediums such as social media, job boards, company career pages, and email campaigns. This cohesive approach helps reinforce the authenticity of your brand identity and attracts candidates who resonate with your company’s values and culture.

Enhanced Brand Visibility: Leveraging multiple channels increases your brand visibility and positions your company as a top employer in your industry. Candidates are more likely to engage with a brand they recognise and trust, and a strong EVP helps in building that recognition.

Tailored Content: Different channels allow you to tailor your messaging to specific audiences, emphasising aspects of your EVP that are most relevant to the candidates you are targeting. For example, you might highlight career growth opportunities on LinkedIn while showcasing company culture on Instagram.

2. Engaging Passive Candidates Through Our Extensive Network

Why It Matters: 

Passive candidates – those who are not actively seeking new opportunities – represent a significant portion of the talent market. Developing personas allows organisations to tailor messaging and proactively engage these candidates; and a multi-channel strategy is one of the most effective ways to reach them.

How It Works:

Leveraging Professional Networks: A multi-channel strategy enables access to extensive professional networks, such as LinkedIn and industry-specific forums and events, where passive candidates are likely to be present. Engaging these networks allows you to connect with high-quality talent who may not be actively applying for jobs but may be open to the right opportunity.

Personalised Outreach: Using multiple channels allows for personalised outreach, which is crucial for engaging passive candidates. Tactics such as programmatic targeting, personalised social media messages and emails, and participation in industry events help build relationships and establish your brand as an attractive employer.

Creating Touchpoints: By utilising different channels, you create multiple touchpoints with passive candidates, keeping your brand top of mind. This ongoing engagement can eventually lead from interest and consideration to applying for opportunities, effectively converting passive candidates into active ones.

3. Generating Referrals

Why It Matters: 

Referrals are one of the most powerful sources of quality hires. Employees who come through referrals often have higher retention rates, and generally perform better. A multi-channel approach can significantly boost your referral programme.

How It Works:

Encouraging Employee Advocacy: By promoting your referral programme through various channels, such as internal communications, social media, and email campaigns, you can encourage employees to become advocates for your brand. A multi-channel approach increases awareness, allowing for advocates to engage with their chose platforms, and participation in referral programmes.

Extending Reach Beyond Internal Networks: Leveraging external channels like professional associations, networking events and social media groups helps extend your referral programme’s reach beyond your current employee base. This wider net increases the chances of finding high-quality candidates who may not be in your immediate network.

Showcasing Success Stories: Sharing referral success stories through multiple channels reinforces the effectiveness of your referral programme and motivates employees to participate. Highlighting how referrals have led to successful hires can create a positive feedback loop, encouraging more referrals.

4. Accessing Tech You Might Not Have Access To

Why It Matters: 

The recruitment landscape is awash with advancements in technology. From AI-driven recruitment platforms to advanced analytics tools, technology can greatly enhance the efficiency and effectiveness of your hiring process. A multi-channel sourcing strategy often involves using specialised tech and intelligence tools that may not be available internally. But if your organisation doesn’t have the budget or the skills to use them, partnering with a resourcing partner like Omni will help.

How It Works:

Access to Advanced Recruitment Tools: Multi-channel strategies often utilise tools like Applicant Tracking Systems (ATS), AI-powered sourcing platforms, and candidate relationship management (CRM) systems. These technologies streamline the recruitment process, from sourcing to engagement, and provide valuable insights into candidate behaviour and preferences.

Enhanced Data-Driven Decisions: Using technology across multiple channels allows for better data collection and analysis. This data-driven approach helps refine recruitment strategies, optimise sourcing channels, and improve the overall candidate experience.

Data Intelligence: Utilising data intelligence allows you to develop Talent Insights, informing your approach before you begin your search for a suitable candidate. Understanding the candidate market, competitors and reward information, ensures that you have the information to develop your attraction strategy to effectively appeal to the talent you are looking for.

Cost and Time Efficiency: By leveraging recruitment technologies that may not be available internally, companies can reduce time-to-fill and cost-per-hire, enhancing your return on investment in recruitment strategies. These tools automate many of the manual tasks associated with recruitment, freeing up recruiters to focus on strategic activities like candidate engagement and employer branding.

Partner With The Right Organisation

Omni has won multiple awards based on the success of our partnerships with clients. Most notably, our partnership with Ofcom and use of a multi-channel sourcing strategy resulted in truly shifting the dial on their EDI. Read our case study demonstrating our success.

By partnering with Omni, your organisation would have access to cutting edge tech, established social networks and a wealth of pre-vetted candidates. Please do get in touch with us to discuss your unique resourcing needs.

Talent Strategy FAQs

What topics are covered in Omni’s EDI Training for Leadership Teams?

Omni’s EDI Training for Leadership Teams covers the value of leading teams inclusively, how leaders impact an organisation’s EDI agenda, barriers hindering an inclusive culture, addressing unacceptable behaviours, the complexities of microaggressions, the implications of being a bystander, and understanding laws protecting employees from discrimination.

What topics are covered in Omni’s EDI Recruitment Training for Hiring Managers?

Omni’s training covers understanding potential discrimination areas during recruitment, recognising bias and its impact, avoiding discrimination, implementing positive action and diversity strategies, making reasonable adjustments, objective shortlisting and selection through evidence-based decisions, and structured interview techniques with appropriate questions.

Why choose Omni for Inclusive Recruitment Training?

Omni offers tailored training programs in various formats, including face-to-face, live virtual workshops, and eLearning modules, to meet your business objectives. With a satisfaction score of over 95% and clients returning year after year, Omni has a proven track record of delivering high-quality training that meets organisational needs.

What makes Omni’s assessment solutions stand out?

At Omni, we prioritise an evidence-based approach that ensures reliable and effective assessment processes. Our team of expert Organisational Psychologists brings extensive experience in designing and delivering robust assessments that are inclusive, skills-focused, and tailored to your unique organisational needs. We also offer flexibility and support throughout the assessment process, ensuring successful implementation and tangible results.

How can Omni’s assessment solutions benefit my hiring process?

Our assessment solutions are designed to elevate your hiring process by identifying the best candidates based on their skills, potential, and fit for the role. We help you define the critical competencies required for success, develop tailored assessments that accurately evaluate these competencies, and provide deep insights into candidates’ aptitude and personality traits. This evidence-based approach improves productivity, reduces turnover, and ensures a positive candidate experience. There are several benefits that personality profiling can bring to the recruitment process, such as supporting inclusive hiring, improved decision making, and increased efficiency.