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[ 34 ] HRO TODAY MAGAZINE | MAY 2014 Innovative Sourcing Talent Acquisition Nine techniques for finding better candidates. By Audrey Roth How do today's top candidates hear about jobs or learn about leading-edge companies? Well, it's certainly not through print or radio ads—the popular choice more than a decade ago. Nowadays, Jay Floersch, solutions architect for Aon Hewitt, says that candidate behavior is the driver for new sourcing avenues, which reflect the modern multi- faceted manner of today's job seeker. And that behavior is strongly driven by technology, which makes it easy to view and apply for jobs through company career websites, digital job boards, or social networks. But companies cannot solely post jobs and hope capable candidates stumble upon them. In today's competitive market, organizations need to actively employ and leverage up-to-date candidate sourcing methods to ensure top talent is on their radar. Here are nine to consider: 1. Engage passive candidates with company happenings and career options. Passive candidates are those high potential individuals that aren't actively seeking a new job and are only willing to make a career move for an attractive position. "It used to be post and pray that people apply, and now it's post and 'prey,'" Floersch explains. Organizations can no longer rely on candidates finding and applying for the position; hiring managers (or the providers) are seeking those perfect candidates out. And it can be a high-touch process, reports Jen Malach, director for North America talent acquisition and onboarding of LexisNexis. "Keeping passive candidates engaged involves a human element [including] weekly calls, emails, touch points, and direct connections to the business," she notes.