Fervid Group

Smart Sourcing

A unique approach to finding the right match.

Our unique approach to finding the right match incorporates smart sourcing strategies combined with detailed research and analysis of the market.

Smart Sourcing

Preparing To Reach Potential Candidates

We begin by working closely with the hiring managers and team to design a customized job description that is used to attract candidates who would be a great fit in the team – not only in terms of hard skills, but also personalities and a cultural match. This information is also used to create a unique ‘job branding’ message which helps us differentiate the posting from the myriad of posts out there competing for the ‘crème de la crème’ candidates – whether active or passive.

If the clients are on board, we even work with them to create a ‘job video’ where we have the hiring team (manager, colleagues, department heads, etc.) talk about what they do and why their team is a good choice for the candidates. This approach has proven to be very successful for several of our clients. We use the customized job description document (mentioned earlier) for active job postings, as well as our communication to attract the passive candidates.

Finding The Candidates

For the actual sourcing tasks, we use various smart-sourcing strategies. We start with the basic keywords defined by the hiring managers and review the results on various job boards and search engine results. This gets us to the first list of potential candidates – the low hanging fruit.

Then we analyze the results and study any patterns that might denote a set of industries and/or geographic regions where candidates might be segregated. This step also helps us analyze the supply-chain ratios for a particular set of resources, and helps us spread and/or refine our search accordingly.

The above analysis helps us learn (and convey to our clients) about comparative compensation and retention analysis data. This helps us find the second set of candidate listing -sourced by using our research and analysis.

Honing In On The Truly Great Candidates

Armed with the above data, we search for variances across industries in terms of title, how a position is defined, skills used and how certain keywords are used differently across industries. For example, a supply chain specialist could be known as a Supply Chain Manager in one industry, while a different industry might use the term Logistics Manager or something similar.

This is just a simple example, but it helps drive the point. We incorporate many such variances, permutations and combinations, and run a third level of search that gets us to the hard-to-find candidates. Then we repeat the steps until we find the right match for our clients.