Sourcing Candidates

Break free of keyword constraints and supercharge your recruiting team. Get in-depth and insightful candidate data to instantly source, score, and rank top talent.

Supercharge Your Talent Acquisition Strategy

Automate redundant and unproductive recruiting tasks. Free up recruiter time to connect with and secure top talent instantly.

Time to Hire

Cut time to hire by 50%

Be the recruiting hero hiring managers dream of

Team ROI

Reduce TA costs up to 75%

Boost your recruiting ROI

Diversity, Equity & Inclusion

Triple the diversity of your talent pipeline

Eliminate unconscious bias in sourcing

Sourcing

Reduce candidate sourcing time by over 90%

Instantly discover high-quality passive candidates

Screening

Accelerate time to interview 
by 85%

Spend time connecting, not screening

Expert & Executive Search

Pinpoint talent with specialized hard to find skills

Uncover Hidden Gems

Time to Hire

Cut time to hire by 50%

Be the recruiting hero hiring managers dream of

Sourcing

Reduce candidate sourcing time by over 90%

Instantly discover high-quality passive candidates

Screening

Accelerate time to interview 
by 85%

Spend time connecting, not screening

Expert & Executive Search

Pinpoint talent with specialized hard to find skills

Uncover Hidden Gems

Diversity, Equity & Inclusion

Triple the diversity of your talent pipeline

Eliminate unconscious bias in sourcing

Team ROI

Reduce TA costs up to 75%

Boost your recruiting ROI

Unleash The Power of Talent Intelligence

Eliminate unconscious bias and power efficient and effective recruiting decisions with high-quality data and deep system intelligence.

Discover the best talent

Passive Candidate Sourcing

Get instant access and deep insight into more than 500 million highly-skilled professionals from around the world to consolidate passive sourcing efforts.

Clone top performers

Ideal Candidate Modeling

Choose top employees and model the skills you seek based on their profiles. Censia then maps out related skills and analyzes dozens of career factors to develop a candidate model creating a ranked slate of similar talent profiles.

Woman asking herself "what is talent intelligence?"

Automate candidate comparisons

Predictive Analysis

Save hundreds of hours screening resumes and instantly develop a shortlist of best-fit candidates. Machine learning and predictive analytics process candidate information, compare it to millions of other profiles and ranks suitability for open roles.

Unlock existing employee potential

Internal Mobility Matching

Limited resources often cause internal mobility to take a back seat to new hires. Our Talent Intelligence Platform instantly sources internal candidates and compares them to external talent, allowing you to promote from within and extend the average employee lifespan by 25%.

Reignite previous candidate interest

Candidate Rediscovery

Instantly find qualified previous applicants inside your applicant tracking software (ATS), match them to new openings, and compare them to your current employees and new candidate pipeline.

Put blinders on bias

Anonymous Mode

Mitigate unconscious bias in candidate sourcing by masking bias identifiers like gender, ethnicity, age, race through anonymous mode to ensure recruiter focus on talent, skill, and fit first and foremost to uncover qualified diverse talent previously overlooked.

The Censia Advantage

What makes our Talent Intelligence Platform Stand Out?

Up-to-date data sources

We continuously map billions of data points on both people and companies across the entire talent landscape to provide the most relevant and up-to-date information available.

Single source of truth

Censia centralizes, standardizes, deduplicates, enriches, and contextualizes candidate profiles from across multiple sources to provide what we call a Golden Record. The Golden Record acts as a single source of truth providing a 360-degree professional view of an individual for high-quality data you can count on.

In-depth analysis

Take a talent-centric approach to hiring. The Talent Genome leverages a proprietary taxonomy to cluster skills and experience revealing hidden insights and capabilities to predict if an individual will thrive in a given role and determine who could be your best candidate fit.

Seamless ATS integration

Censia integrates natively with many leading ATS solutions and as a completely headless solution. Insights and intelligence are delivered through our robust and highly secure API to power your data-driven hiring decisions.

“We had been searching for a tool to help our Talent Acquisition Team find quality candidates in less time and that’s why we chose to work with Censia. The ideal candidate model is what sold us. Finding quality people within minutes versus sorting through resumes for hours is a game-changer. Censia’s Talent Intelligence Platform was a great addition to our Talent Acquisition strategy!”

Lorie Bryce
Talent Acquisition and Management Leader, Gerdau North America

“Censia helped us find hidden talent for hard-to-fill roles. We weren’t having much luck finding candidates and Talent Intelligence surfaced high-quality people for us.”

Ed Sayson
Talent Acquisition Leader, Human Resources, ARC Document Solutions

“We’ve had a very strong response with building models and reaching out. We have an extensive agreement with another platform, but more and more of my recruiters are using their Censia solution first to get in there and get some results, so there’s a bit of an irony there that one is taking over the other. These talent networks have a lot of data but Censia understands the data with greater accuracy.”

Dennis Wilson
National – Director, Talent Attraction & Acquisition, American Heart Association

Passive Sourcing Best Practices

Passive sourcing refers to the process of identifying roles and job titles as well as critical skills and knowledge areas required for open positions internally rather than using outside resources such as employment agencies or search firms. This process has become increasingly popular as companies seek to maximize the return on their recruiting efforts. Unlike passive sourcing, active sourcing involves reaching out to passive candidates via networking or advertising open positions online.

Employers need to be aware of passive sourcing best practices to reach their desired talent pool. Employers that do not follow these best practices risk overlooking passive candidates who are qualified for open positions within their company.

One passive sourcing best practice that employers should follow is to utilize industry associations and networking groups. By joining these organizations, employers can identify passive candidates based on the information shared among members; this passive candidate information can contain work history, qualifications, interests, business contact details, and more.

Another passive sourcing best practice is to use social media platforms, such as LinkedIn to recruit passive candidates. Employers can create passive candidate profiles that showcase their organizations’ available positions to reach qualified passive job seekers. However, employers should not only post open positions for passive candidates; it is also recommended that employers utilize social networking sites to build relationships with passive candidates.

It is also important for employers to utilize a sourcing partner when sourcing candidates. Sourcing partners can help employers with sourcing and sourcing strategies and job posting and resume search capabilities. When choosing a sourcing partner, employers should look for one that provides real-time employment data and offers multiple sourcing services such as passive candidate research, prescreening of resumes, and more.

Employers need to follow these best practices to source better talent without relying on outside resources such as recruitment agencies or search firms. These sourcing tactics will provide you with access to qualified passive candidates who are just waiting to be found by your company.

Passive Sourcing vs. Active Sourcing

The two main methods of sourcing employees are passive and active sourcing. Passive sourcing is where you wait for potential candidates to approach you, whereas active sourcing is where you proactively search for potential candidates. Both have their advantages and disadvantages, which are worth considering before deciding which is right for your business.

Passive sourcing is a term used in business to describe the act of finding potential suppliers through methods such as advertising, public listings, or networking. In passive sourcing, buyers reach out to potential suppliers who have already made themselves available. Contrast this with active sourcing, where buyers proactively identify and approach potential suppliers who may not have already made themselves known as a supplier.

As passive sourcing has become more popular, the definition of passive sourcing is blurred to include passive job seekers and passive candidates for recruitment. However, passive sourcing in its purest form describes a method of searching for potential suppliers or organizations that have made themselves known as a supplier without proactively reaching out to them first. The passive sourcing process begins with defining the need, identifying the supplier or organization that could fill that need, and then searching for them.

Passive Sourcing Techniques

Passive sourcing is a great way to find new talent and build a strong pipeline of candidates. Using passive techniques, you can identify potential candidates who may not be actively looking for a change but would be a good fit for your organization.

Using passive sourcing techniques is also less expensive than advertising job openings. But passive sourcing isn’t without its pitfalls. You can waste valuable time and money trying to get passive candidates interested in your open positions. To avoid passive sourcing time wasters, it’s important to have a passive sourcing strategy in place before you begin reaching out to passive candidates.

The first step in passive sourcing is identifying your ideal candidate. This may include looking at the skills and experience required for the position and cultural fit. Once you have a good idea of who you’re looking for, you can start searching for passive candidates. LinkedIn is a great place to start, as it’s full of passive candidates. More passive candidates use LinkedIn to network with colleagues, so it’s an ideal place to look for passive sourcing.

Services like Twitter and Facebook may also provide passive sourcing opportunities. Again, people are generally more active on social media sites when they’re looking for a job or have recently changed jobs, so use discretion when chasing down your next great hire on social media.

Once you’ve identified passive candidates, one of the best ways to attract their attention is with a referral.

How to Engage Passive Candidates

While passive candidates are sometimes challenging to engage, this is usually a result of passive employees feeling left out rather than a lack of motivation. Recent studies have shown passive job seekers feel as engaged as active ones. The majority (51 percent) say they feel “somewhat” or “very” engaged in their current role.

However, passive candidates may be less interested in what you can do for them now and more concerned about how your company can help them achieve future goals than engaged, active job seekers. According to a recent survey by Right Management, passive job seekers were twice as likely as those who aren’t looking for a new opportunity to stay with their current employer for more than five years.

This means passive candidates are more motivated than active counterparts and more loyal. However, passive employees will only stay for so long—even if they enjoy their current role. This is because passive job seekers typically desire the same benefits that attract active candidates to your organization—benefits like development, recognition, and advancement opportunities.

As passive employees remain less engaged than their colleagues in an average company (as noted above), regularly monitoring engagement levels is relevant. Suppose passive employees’ engagement scores fall below your internal benchmark. In that case, this could signal that these employees might be considering leaving soon or suggesting they’re open to new employment options (like yours).

Find the Right Talent Faster

Traditional recruitment processes focus on identifying passive candidates (i.e., currently employed individuals and not actively looking for other work).

Passive sourcing is the practice of finding these types of passive candidates. Passive sourcing is done through particular marketing tactics to reach out to people who aren’t necessarily seeking out new opportunities yet (or perhaps ever). Employers will need to update their recruitment strategy to find qualified talent currently outside their consideration set using this approach. However, there are ways you can get the word out about open jobs without spending too much time or money.

Technology has made it easier than ever to find and attract talented individuals who aren’t actively looking for new opportunities. To passively source candidates, invest in recruitment marketing software that will enable you to target qualified job seekers. Recruiters and hiring managers can use this recruitment software to find and reach out to passive candidates in a personalized way.

Nontraditional Sourcing Methods

As marketing and consumerism evolve, many companies consider nontraditional sourcing methods. With a global talent pool of over 7 billion people, the typical sourcing processes may not be sufficient for capturing all available talent. 

To capture unconventional talent from remote areas, unconventional sourcing methods are required. Sites such as Amazon Turk allow companies to pay workers small amounts of money for completing straightforward tasks that require no technical expertise or in-depth knowledge of your company or industry. In addition, companies can source ideas through Innocentive.com by posting a bounty on an issue they need help solving and allowing individuals from around the world to submit their solutions in exchange for a monetary reward if the submission is accepted.

While unconventional sourcing methods may seem like a great way to diversify talent and gather unique talent, companies need to remember traditional sources. Often unconventional sourcing methods do not yield the same quality of candidates as conventional channels such as search firms or direct sourcing. It can also be more expensive than traditional channels, as some unconventional resources charge a percentage of the new hire’s salary.

Traditional sourcing methods often require dedicating time and resources to identifying potential candidates, reaching out to them, and screening them for qualifications. Passive sourcing is a method that can help identify talent without having to go through this process.

Creative Sourcing Strategies

Creative sourcing strategies fall into two categories: sourcing from passive candidates and organizations.

Employers should consider sourcing strategies that focus on passive sourcing candidates. Many who are not actively looking for new roles can be identified through online job boards and social media channels. Passive sourcing is especially ideal for companies with limited resources to dedicate to sourcing, hiring managers who want to avoid sourcing talent that’s already loyal to their direct competitors, or organizations looking to accelerate the recruiting cycle.

Companies should take advantage of different communities to promote open positions creatively. Currently, there are over 1 billion people worldwide using Facebook Groups, so creating a group dedicated specifically to recruiting passive talent could help you reach highly qualified passive job seekers. LinkedIn launched Influencers earlier this year, which allows

Another creative sourcing strategy is to partner with organizations that can help connect you with potential employees. For example, some companies work with placement agencies to find the right talent for a particular job. These agencies can be an excellent resource for finding passive candidates and accessing qualified leads. Many colleges and universities have career centers that can help connect companies with recent graduates or current students looking for jobs.

There are several benefits to sourcing from passive candidates:

  1. Sourcing from passive candidates typically costs less than traditional recruiting methods, such as advertising or headhunting.
  2. Sourcing from passive candidates increases the breadth of qualified applicants your company can find.
  3. Sourcing from passive candidates is more efficient than sourcing from active job seekers because there is no need to screen resumes or conduct interviews.

The first step in sourcing strategies for passive sourcing is to post open positions on various online career sites so that the right passive candidate can find them. Working with an agency can help you navigate this process and identify which sites will most effectively reach your target audience.

To attract top talent on these websites, employers should focus their postings on the benefits of joining the organization rather than on what employees will do for the company.

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