AI Candidate Sourcing: Overview and How to Get Started

Thankfully, AI-powered tools are changing the game.

For example, AI can automate repetitive tasks, analyze large talent pools, and identify top-fit candidates in real time. That way you can focus on building stronger relationships.

In this article, we’ll answer the question, “What is AI candidate sourcing?”; then, we’ll identify the goals of sourcing candidates with AI, explain how the process works, detail an effective workflow that you can use to get started, and a whole lot more. Let’s dive in!

What is AI candidate sourcing?

AI candidate sourcing is the use of artificial intelligence to identify, attract, and engage potential candidates for job openings. The best AI sourcing tools have a few common features:

• Resume scanning: AI tools can evaluate resumes and identify suitable candidates on autopilot. When this happens, recruiters and hiring managers can focus on top talent.
• Automated outreach: AI tools can engage in outbound recruiting tasks by emailing both active and passive candidates that match predetermined job descriptions.
• Talent pool analysis: AI tools can scan candidate profiles within your company’s applicant tracking system (ATS) to find quality matches for every job opening.

The goals of AI sourcing

So, what is AI sourcing supposed to achieve?

We touched on it in the previous section, but we want to dive deeper. AI sourcing allows recruiters to identify top-fit candidates more efficiently, automate repetitive tasks, expand the reach of their talent pipelines, and reduce time-to-hire metrics.

Let’s break this down further:

• Identify top-fit candidates efficiently: AI quickly analyzes large talent pools to match candidates to open roles based on their skills, experience, and other set criteria.
• Automate repetitive tasks: By handling time-consuming tasks like resume parsing, database searching, and initial outreach, AI frees up recruiters to focus on higher-value activities. This makes the talent acquisition process more effective for everyone.
• Expand reach: AI enables recruiters to engage both active and passive candidates, often uncovering talent that traditional methods might miss.
• Reduce time-to-hire: Thanks to automation capabilities, AI accelerates the sourcing process—especially when a high volume of applications are received—which helps businesses fill open roles in less time. This saves the business money, but it also improves the candidate experience because they don’t have to wait as long to receive replies.

How AI candidate sourcing works

There’s a distinct process that AI uses to source the best candidates. Once you’re set up with one of these tools, AI will streamline your recruitment efforts by:

Analyzing job descriptions

First, AI tools break down job descriptions into essential skills, experience levels, and qualifications. What does the perfect candidate need to know? How long should they have been doing these things? And what previous job titles, certifications, etc. do they need to have?

Basically, AI tools use advanced machine learning algorithms to understand job requirements. It then uses what it learns to scan internal and external databases. Speaking of which...

Scanning internal and external databases

Second, AI tools parse a variety of internal and external databases.

• An example of an internal database would be your recruitment agency’s ATS. This is where you and your team store individual candidate details and contact information.
• An example of an external database would be public job boards like Indeed, professional networks like LinkedIn, and social media platforms like Facebook.

AI scans these outlets to find candidates that match the criteria determined in the previous step. Once this is accomplished, it can start the candidate matching process.

Matching candidates

Third, AI tools rank candidates based on information in the ATS, on a job board or LinkedIn profile, etc. They also looks for skills alignment between the job description and individual job seekers.But that’s not all. AI considers historical hiring data and success patterns, too.

For example, AI might look at your hiring history and understand that the best candidates have previously worked at Fortune 500 companies and are based in either the United States or Europe. It will then factor in these details when matching candidates to various open roles.

As mentioned earlier, machine learning algorithms play a big role in this process, allowing AI tools to learn from previous hiring cycles and implement that knowledge.

Engaging candidates

Fourth, AI tools help with candidate engagement tasks.

Once candidates have made the shortlist for a job opening, AI can be programmed to begin an automated outreach campaign. For instance, you might want to send candidates a series of personalized email messages. Or interact with them via an AI chatbot when they land on your site.

All you have to do is give your AI tool access to your outreach templates—or in the case of chatbots, equip it with the knowledge it needs to answer basic questions. Piece of cake!

How to get started with AI candidate sourcing

Now that we know what AI candidate sourcing is, what it’s supposed to achieve, and how the process works, you’re probably thinking, “Great, how do I get started?”.

Glad you asked...

Identify your sourcing goals

What do you want to achieve with AI talent sourcing?

• Do you want to reduce your time-to-fill?
• Are you looking to improve candidate quality?
• Maybe you want to target passive candidates in your talent pipeline without spending hours on the task.

All of these things are possible. But as with most things in life, to find the most success in the least amount of time, you have to identify your goal(s) before you start.

Choose an AI sourcing tool

You can’t engage in AI sourcing without an AI sourcing tool. So, the next order of business is to choose an app that has the features you need at a price you can afford.

When it comes to features, look for tools that integrate seamlessly with your ATS and/or CRM, or an AI-first ATS. That way the AI has the access and information it needs to complete recruitment activities.

Make sure to choose a tool that can engage candidates across platforms and that can use different ways of communicating with candidates - for example, text messaging, voice messaging, and so on.

Note: If you already have an ATS in place and you're not interested in switching, you can still add AI to it to speed up your sourcing. For example, Carv integrates with both ATS and video conferencing software. As such, it can automatically send data to your ATS and pull information from your applicant tracking system.

Optimize your job descriptions

Your job descriptions are incredibly important. Write them poorly and you’ll experience two problems.

First, job seekers will see the job and think, “No thanks.” Second, your AI tool won’t have enough data to identify the right candidates.

The best job descriptions are clear, specific, and persuasive. Tell potential hires what they’ll be doing, the skills you expect them to have, and the benefits they’ll enjoy if they win the role. If possible, share company culture and values details as well, to make the job more enticing.

Train your team

AI won’t benefit your business if your hiring team doesn’t know how to use it. So, before you launch your AI-driven workflows, take time to train your employees to use any new tools.

This can be done in multiple ways. For example, you might be able to purchase a course that explains the ins and outs of your AI tool. Or hire a professional consultant to come in and educate your team.

If neither of these options is available to you, give your employees time to experiment with your AI tool so that they can learn how to operate it efficiently.

Start with a pilot program

At this point, you’ve identified your goals, chosen an AI sourcing tool, optimized your job descriptions, and trained your team. Now it’s time to implement your new recruitment strategy!

Just don’t get too far ahead of yourself. We suggest testing your AI recruiting platform first.

For example, use it to source a few candidates for a job opening. Then evaluate the result and make necessary adjustments before you scale up. This will limit mistakes.

Common misconceptions about AI candidate sourcing

AI technology is still relatively new. Because of this, many people have misconceptions about what it can do, who can use it, and the benefits it provides. Let’s clear a few things up:

• “AI will replace recruiters.” Very unlikely. AI complements recruiters by automating repetitive tasks, allowing them to get WAY more done than they used to. Think of AI as a car. You could walk to the grocery store, but you’ll get there a lot faster with a set of wheels.
• “It’s only for tech companies.” Also not true. AI tools are designed to support professionals in all roles and industries. The CEO of a major retail brand can benefit from AI. The low-level manager at a healthcare company can benefit from AI. And you, an in-house or agency recruiter, can benefit from AI, as we’ve been explaining throughout this article.
• “AI doesn’t understand company culture.” This is true to some extent, but it’s also irrelevant. The best AI recruiting tools analyze skills and experience, while recruiters provide the critical context for cultural fit. This is another reason why AI can’t replace recruiters. Your unique viewpoint and decision-making abilities will always be an important part of the recruitment process.

2 examples of AI candidate sourcing in action

It always helps to envision what a new technology will look like “in the wild.” Here are two ways that AI and recruitment automation technology can be used in real-world scenarios:

• Scenario 1: A recruiter, we’ll call him Jeff, uses AI to scan his agency’s ATS for dormant candidates who match the job posting he just made. In a matter of minutes, the AI pinpoints five potential candidates and their contact information. Jeff then contacts each of these people on the phone to see if they’re interested in his open position.
• Scenario 2: An agency is hired to help Company XYZ fill an important role. Said agency starts the candidate search by asking its AI tool to engage dozens of passive candidates on LinkedIn with personalized messages. Three candidates are interested and schedule interviews with Company XYZ’s hiring manager. The results of this campaign are then cataloged and used to build a better, more data-driven recruiting process in the future.

Over to you

‍AI candidate sourcing streamlines the hiring process by automating time-consuming tasks. This allows recruiters to focus more on building relationships with quality candidates.

To get started, define your goals, select the right tools, and begin implementing your new AI recruiting software into your daily workflows. Then adjust your approach as needed.

Speaking of AI recruiting software, have you tried Carv yet? Our platform was designed to eliminate admin for recruiters, allowing them to spend more time on high-value tasks that lead to better hiring decisions.