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At 91����, we repeatedly hear that employers are fielding hundreds of applications for each vacancy advertised. Sounds like a good problem to have, right? 

Well, not necessarily. Working through that volume of CVs takes a tonne of time away from business owners and employers who are already stretched thin. And when they’re not the right kind of candidates… that time goes to waste. 

That’s why it’s important to think outside the box when it comes to recruiting talent.  Traditional job boards are simply no longer delivering the outcomes employers want. The employers who will get results are those willing to try non-conventional methods; and we’re here to share those with you today. 

Below, we’ve set out the key factors and changes influencing talent sourcing right now, and the best sourcing strategies for leveraging them perfectly.  Ready to build a winning recruitment sourcing strategy that takes your business to the next level?

Come with us. 

The changing world of work: what employers need to know

Work is no longer seen as a simple ‘means to an end’ for much of the workforce. The things people want from their work life have changed, whether that’s flexibility, a sense of purpose or opportunities for growth. And if the nature of work has evolved, so too must the way we hire.

That’s where conventional hiring methods fall short. Posting a job ad and waiting for applications is still useful, but it can’t be the only strategy in your toolkit. If it is, you’re limiting your reach to just the candidates actively looking and missing out on the highly skilled workers who aren’t in the same places every week.

The truth is, the most capable candidates are often the most sought after, and if you’re not actively sourcing or engaging with them, someone else will.

Increasing competition among employers

It’s also worth considering the competition. Larger businesses can afford to offer bigger salaries, better bonuses and more substantial financial incentives. That doesn’t mean smaller businesses can’t compete, but it does mean they need to get smarter. By expanding your sourcing strategies, you can find and connect with candidates who value what your business offers beyond salary: things like autonomy, purpose-driven work and a supportive team culture.

Employees aren’t sticking around forever 

There’s also the reality of turnover. People move on, sometimes when you least expect it. And in NZ right now, that’s becoming an increasingly obvious reality with many Kiwis crossing the ditch for higher wages. 

If your only move is to post a job in a panic when someone resigns, you’ll always be scrambling to catch up. Building a variety of sourcing channels keeps your candidate pipeline warm so you’re never starting from zero.

On top of that, a lot of work can be done remotely now, so job seekers also aren’t limited to their geographical region like they used to be. There’s a world of opportunities out there for them, and you need to be front of mind. 

Great CV…average applicant

And finally, there’s the AI factor. AI tools have made it easier than ever for candidates to generate polished CVs and compelling cover letters. That means the applications landing in your inbox might look great on paper, but they won’t necessarily reflect values alignment, soft skills or team fit. A perfectly worded cover letter is no guarantee that someone is the right person for your team.

If you want to hire well in this new world of work, you need more than a solid job ad. You need a recruitment sourcing strategy that is just as dynamic as the workforce you’re trying to attract.

So where should you start? Let’s break down the most effective sourcing strategies that New Zealand employers can use to stay competitive and build a stronger, more resilient hiring pipeline.

Six recruitment sourcing strategies every NZ employer should try

Build a standout employer brand

Before you start sourcing, make sure your employer brand is working for you. Candidates will absolutely Google you before replying to an outreach message or applying for a role.

Update your Careers page, showcase your team culture on social media, and share team wins and behind-the-scenes content on LinkedIn. If your employer brand doesn’t stand out, even the best sourcing tactics can fall flat.

Psst! If you don’t have a careers page yet or an employer brand, our guide can help you build one in just a few simple steps. 

Download the Business Owner’s Guide to Competing for Top Talent

Tap into your personal and professional networks

Your next hire might be closer than you think. Reach out to your industry contacts, business networks and former colleagues. Encourage your team to do the same – especially those well-connected in their field.

Source passive and active candidates 

There are two types of candidates you can target – those actively looking for new opportunities, and those who aren’t actively seeking but might be open to the right offer. This is where sourcing tactics really matter. 

Active candidates can be found on job boards and careers sites, but you’ll need to go further afield to find those passive candidates. This includes reaching out on LinkedIn, exploring niche industry forums, or even engaging with talent through content marketing and thought leadership.

To make this process more efficient, our SmartMatch tool can help by intelligently matching job opportunities to suitable candidates, whether they’re actively searching or not. By tapping into our extensive candidate network, SmartMatch connects you with individuals who meet your criteria – so you don’t have to spend hours trawling through CVs.

Join professional groups and business networks 

Not all candidates hang out on general job boards. If you’re hiring for niche roles especially, participate in industry-specific forums, workshops and conferences. You’ll also find active talent in New Zealand-focused LinkedIn groups, Slack channels and Facebook communities.

The more visible you are where your ideal candidates already are, the easier it is to start conversations with them.

Partner with universities and education providers

If you’re looking to bring in fresh talent, forming partnerships with universities, polytechs and training organisations is a smart move. Many offer graduate programmes, job boards, and career expos where you can connect with emerging talent early.

This is a great way to future-proof your workforce, especially if you’re building leadership capability for the long term.

Build and nurture a talent pool

Don’t let promising candidates disappear. A well-maintained talent pool helps you stay in touch with candidates who weren’t the right fit at the time, but who could be perfect for future roles.

Regularly update your talent pool with notes about each candidate, and consider sending occasional company news or updates about job openings. This keeps your business front of mind when they’re ready for their next move.

An Applicant Tracking System (ATS) makes this process easy by allowing you to build, segment and nurture your talent pool directly within the system. You can track candidates across roles, maintain engagement and access a ready-made pipeline when new vacancies arise.

Hire better, faster. Do it all with the Employment Operating System. 

A dynamic range of sourcing channels and methods is a great way to stay competitive when it comes to hiring. But juggling several tools and systems along the way is counter-productive. 

That’s why we designed the Employment Operating System to do it all for you. With the Employment Operating System, you can:

• Instantly publish job ads across multiple forums in just a few clicks
• Get matched with relevant candidates while you sleep
• Build shortlists of qualified candidates, ready when you are
• Hire and onboard in record time
• Pay staff, manage leave…

And so much more. 

The best part? It’s all built-in to the same system, so you don’t have to juggle more than one thing at a time. 

Ready to see for yourself? Book a demo today.