Monthly Archives

March 2020

Attract top Talent in 2020 with These 6 key Points

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How do you attract top talent in 2020 when the competition is fierce than ever? Here’s how.

1. Post a clear job description and only in places that matter. Make sure you hit the right spots.

A clear job description will not only ensure you deliver the right message to the right people but will also allow you to use time in an efficient manner. Make sure you post it where your targeted audience is.

2. Include a video in your job advertising.

Job posts accompanied by a recruiting video see a 36% increase in applications.
Video content is a growing trend as when given the choice, 72% of people say they would choose video over text content to learn about a product or service – according to statistics.

3. Build a strong employer brand.

69% of candidates are likely to apply to a job if the employer manages its brand.
Employer branding is no longer a choice. Employer branding is defined by the company’s reputation as an employer and that exists, whether you actively pursue it or not. You take care of your employees and your employees take care of you – in other words, they talk about how great is the place they work at and do the marketing part for you.

4. Use storytelling

Don’t underestimate the power and importance of storytelling in the recruitment process. You will be surprised to see how much good it does, telling possible candidates who you are and what you have to offer. People tend to make a connection between what they hear in the story with a person, turn it into a personal experience.

5. Take care of your talent pool – a gold mine

Your own database should be the first place to start looking for talent. Here you find people you’ve already looked at or even spoke with in the past. It will save you time and help you become more efficient if you pro-actively build a talent pool!

6. Shorten the hiring process

Who likes a lengthy process? No one. According to Career Builder, when applying for a job, more than half of applicants (55 percent) will give up and move on if they haven’t heard from an employer within two weeks of applying. If YOU won’t hire them NOW, other companies will.

Recruiting comes with challenges, but having a clear direction, a good strategy in place, and the right recruiting model, can help you achieve growth. Reach out to us as we can walk you through our Engaged Recruiting model and demonstrate why it brings results unlike the traditional one.

tech recruitment challenges

5 most Common tech Recruitment Challenges

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Being a tech recruiter is no easy feat. In a market that’s driven by professionals, organizations that have the best tech talent will win in the market. What are the 5 most common tech recruitment challenges?

1. Skills gap

According to a new McKinsey Global Survey on future workforce needs, nearly nine in ten executives and managers say their organizations either face skill gaps already or expect gaps to develop within the next five years. The greatest need appears to be in data analytics stated by 43% of respondents, followed by IT management and executive management by 26% of respondents.

2. Tech talent hard to reach

With so many offers on the table, tech professionals get the steering wheel. Recruiters find it hard to get in touch with them as research shows that more than 70% are passive candidates and throwing a job ad won’t make them interested in an offer. Here, a resourcing strategy can make a difference, by reaching out to an outsourcing partner like SourceMatch.

3. Offers declined

Why would candidates reject your offer? Some would say that it’s hard to even reach the offering stage in the recruiting process. Candidates are not interested in changing roles or having a conversation with a recruiter. And with those that do show some interest, it is still difficult for recruiters to keep their attention until to the point of an offer. Som candidates use offers to negotiate with their current employer, or just to get a sense of their worth in the market. That is why organizations have to go beyond competitive pay wages and be more creative about the perks they offer.

4. Buyer’s remorse from the new hire

Without having all cards on the table when they are hired, candidates might have surprises when they get to truly know your organizational culture. Whenever expectations aren’t clarified prior to hiring, new employees will feel they’ve been sold on something that’s only partially true. That translates into frustration, low productivity and a new hire who’s already looking for a different job.

5. Tech recruiters don’t have a strong understanding of the job

One of the most challenging aspects when hiring tech talent is the vagueness of positions. According to research, technical hiring is one of the biggest challenges for recruiters. Understanding a job takes much more than a Job Description, years of experience and checkboxes for every skill. How would a tech recruiter be able to find the best candidates when they don’t know what the hiring manager is looking for in a candidate beyond their resume?

What other challenges do you encounter in hiring tech professionals? Let us know by leaving a comment below.


Publishing "On our most recent engagement, I was impressed with, among other things, the speed of execution on the part of their team. As a result, we exceeded the client’s expectations and that’s..."

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“We have had the opportunity to partner with the team at SourceMatch on a number of occasions. On our most recent engagement, I was impressed with, among other things, the speed of execution on the part of their team. As a result, we exceeded the client’s expectations and that’s always a good thing! Doing so will continue to open doors for future projects with this key client.”

Vice President, Talent Acquisition


Learning science company and one of the “big three” international educational publishers that provides customized educational content, software, and services for pre-K through postgraduate education. Annual Revenues of $4.9B.
Our client’s mission is to help all students achieve their full potential. To accomplish this, they combine the science of learning with the art of teaching to create innovative educational tools and content for learners from early childhood through professional. They have offices across North America, Latin America, India, China, Europe, the Middle East and South America, and their solutions are available in nearly 60 languages.


Our client needed assistance for their recruiting team to urgently identify mid and senior level sales people for numerous corporate openings across the U.S. Some of these roles were very difficult to fill due to some of the required skills that were rare among professionals.


Dedicated team of 4 recruiters that could begin the search in a matter of one week, to reseach, reach and vet candidates in a short period of time. The processed required an unusual approach that entailed data mining for candidates through professional associations that candidates were members of.


SourceMatch identified 850 prospective candidates over 3 months, and recommended 45 which were handed off to the Client’s Hiring Managers for further evaluation and hiring.





Seniority Level

Senior, Mid-level

qualified candidates

5 tips for Generating Qualified Candidates

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We’ve heard so many hiring managers complain that it’s hard to find qualified candidates. What is the right approach when looking for the right people with the right skill sets? What are the sources that generate qualified candidates?

1. Nurture your ATS

Your database should be the first place to start the search when looking for talent. Remember, here you find people already interested to work within your team. Nourish your talent pool as this is a true gold mine.

2. Search wisely for relevant terms

When looking for candidates, make the search more personalized and keywords focused. How does that work exactly? Focus on using words that describe the activities from the JD (job description).

3. Use social recruiting and the right tools for talent sourcing

Work smarter, not just harder. There are many technology solutions to find and attract qualified candidates, including social and mobile sourcing tools. Websites like Glassdoor can also be helpful, giving prospects a sense of transparency regarding the workplace, employee reviews of the company, compensation, culture, etc.

4. Improve your employer brand

Employer branding matters more than ever. Statistics say that when deciding on where to apply for a job, 84% of job seekers say the reputation of a company as an employer is important. On the same note and emphasizing the importance of nurturing your employer brand, LinkedIn agrees that 80% of talent acquisition managers believe that employer branding has a significant impact on the ability to hire great talent.

5. Personalized communication

We’ve seen over the years that staying human is what makes the difference. Treat candidates like people, and they’ll be more open to what you have to offer. Starting with the first message, show genuine care for their next step in their career and personalize the message that gets in the inbox. For instance, you can write a personal note saying what you’ve noticed on their social media profile something that stood up – related to the job.

Considering all the tips above will make your work pay off in a short time. Now that you have the final details set up to look for top talent, take a look at the article we have on the 7 Habits of Successful Recruiters, to get in front of your competition.

Hiring trends for 2020

5 Hiring Trends for 2020

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Here’s a look at the hiring trends for 2020. These will help talent acquisition leaders shape their next moves and build better hiring strategies.

1. Companies increasingly use AI-powered tools & HR automation
Artificial Intelligence comes as a very practical solution to help identify and hire the best talent with apps like automated meeting schedulers, customer support chatbots, that make recruiters more productive.
According to Career Builder, 93 percent of employers that have automated parts of their talent acquisition and management processes, say the switch has saved them time and increased efficiency, and 67 percent say they’ve saved money and resources.

2. Employer branding continues to be vital in 2020
75% of job seekers research a company’s reputation and employer brand before applying, according to LinkedIn research.
Companies will research how their employees feel about the jobs they’re in, the thoughts they have on the employers, their work, so they can think long term and build a stronger employer branding.

3. Employers will further prioritize diversity and inclusion jobs
A Glassdoor survey reveals that 64 percent of workers say their company is investing more in diversity and inclusion than it has in years past. Also, Glassdoor’s Economic Research team found that job openings for roles related to diversity and inclusion in the U.S. have increased 30 percent since last year, with approximately 810 jobs open across the country.

4. More candidates will embrace the mobile job search
We see a decline in the use of the traditional desktop PC that has an impact on candidate experience, and so, employers will be looking to adapt in 2020 and streamline the mobile job application experience. It is expected that by 2025, nearly three-quarters of the world will use just their smartphones to access the internet (CNBC).

5. Employers will put more focus on candidate experience
A good candidate experience during recruiting can be defined by transparency, respect, communication, efficient application process, offering a fair opportunity, timely feedback and so on. Negative candidate experience has a negative effect on a company, as according to statistics, 54.1% of job seekers who had a poor candidate experience stated it would have a negative influence on their decision to purchase a company’s products or services or on their brand perception.

Is your 2020 recruiting strategy aware of these trends?
Schedule a complimentary session with us, let’s talk about recruiting and take your business to the next level!