Effective Preparation and Sourcing for Different Industries

In today’s fast-paced and competitive job market, talent sourcing has become more critical than ever. As industries evolve, so do the demands for specific skills, qualifications and experiences. Making it essential for recruiters and sourcers to adopt targeted strategies.  

This blog provides actionable steps and strategies for sourcing and identifying top talent across different industries. By understanding the specific needs, identifying potential challenges, and utilizing creative sourcing techniques, you will be better equipped to build a strong candidate pipeline.  

Understanding Industry-Specific Needs

Before diving into sourcing, it’s important to take time and understand the specific requirements for the job and industry. Spending a few minutes to research in the beginning can make a huge difference and ultimately save time later.  

Every industry has universal requirements such as educational background, work experience, and soft skills. However, different industries require their own distinct skill sets, certifications/licensure and qualifications.

Examples of Industry-Specific Requirements 

1. Specific Degrees and Programs 

   • Degrees 

     • Healthcare Industry: Candidates may be required to have a Bachelor of Nursing, Master of Healthcare Administration, etc.  

     • Engineering Industry: Candidates may be required to have a Bachelor of Engineering, which could be Civil Engineering, Mechanical Engineering, Structural Engineering, etc. 

   • Specialized Programs

     • Healthcare Industry: Candidates may be required to have completed programs like Nurse's Aide, Medical Assisting, etc.  

     • Manufacturing Industry: Depending on the work area, candidates may be required to have completed programs like HVAC Installer, Industrial Maintenance Technology, CNC Machining Technology, etc.  

   2. Licensure and Certifications

   • Licensure

     • Healthcare Industry: RN, LPN, NP, ANRP are all examples of licensure needed for roles.  

     • Engineering Industry: Professional Engineer (PE) or Engineer in Training (EIT) are two common licensures.  

   • Certifications

     • Human Resources Industry: Common certifications include PHR, SPHR, SHRM, or SHRM-CP.  

     • Finance Industry: Certified Professional Accountant (CPA), Chartered Financial Analyst (CFA), and Certified Financial Planner (CFP) are among the common industry certifications.  

   3. Languages

   • Spoken Languages

     • Industries that work with a diverse population may require the ability to speak multiple languages, such as English, Spanish, French, etc.  

   • Programming Language

     • In the technology industry, Python or R, JavaScript, C++ are a few examples of specific programming languages that may be required. 

   4. Experience with Industry Specific Programs/Applications/Systems  

   • Engineering Industry

     • Common tools used are Civil 3D, AutoCAD or Revit.   

   • Marketing Industry

     • Common tools include Google Analytics, Salesforce, HubSpot, etc. 

Knowing what items are required versus preferred will allow you to prioritize your must-have qualifications and help identify which have flexibility, allowing you to potentially open your search. 

Potential Challenges 

In talent sourcing, each industry faces its own set of unique challenges that can impact your recruiting process. While these challenges may vary, below are a few general challenges that all industries may encounter.  

Example of Potential Industry Challenges  

1. Talent Shortage in Specialized Roles

   • With some industries, there may be a lack of skilled professionals that have the required licensures, education, etc.  

   • How can Sourcing overcome this? If the market is not reflecting what's needed, see what requirements have wiggle room. For example, if a certification is not a hard requirement and the company is open to candidates who are willing to obtain it, this will open your search results.  

2. Geographical Talent Imbalances

   • Certain regions may have a higher supply of skilled workers, while others may have shortages. For example, top tech talent is often found in major cities versus rural areas. It’s important to know your market and where you will need to look for candidates.  

   • How can sourcing overcome this? Ask if there is relocation assistance! If the company is open to relocation, research where the nearest hub of top talent is to help prioritize where to start looking.  

3. Heavy Passive Candidate Market

   • Some industries are a complete passive candidate market, meaning candidates aren’t actively searching for new employment. It’s one thing to find these candidates, but you might have a challenge engaging them.  

   • How can sourcing overcome? Make sure you have engaging and interesting messaging. Be sure to point out all the things your company offers that others may not.  

Whatever the challenges are, it’s important to identify these early on. Recognizing potential sourcing barriers from the onset allows you to proactively develop strategies to overcome them, ensuring a smoother and more focused search. 

Building a Strong Pipeline   

Now that you know the industry requirements and have identified potential challenges, it's time to decide where you should spend time identifying candidates. No matter the role, you want to make sure you have a strong, robust talent pipeline.  

To build a strong pipeline you want to go beyond traditional sourcing channels and get creative. Traditional sourcing channels include general job boards (Indeed, Monster, CareerBuilder, LinkedIn, etc.), company websites and career pages, referrals and more.  

When given industry specific requirements you need to think outside the box. Some places you can look for include:  

1. College Job Boards: Platforms such as Handshake and SimplyRecruiter can help you target new grads or young professionals with the educational requirement.  

2. Industry Licenses /Certifications and Databases: Google the license or certification required and find a list or database to purchase or download. Sometimes these lists may even come with candidate contact information!  

3. Conference Attendees: Conferences often attract high-caliber talent eager to expand their knowledge. By researching industry conferences and exploring attendance lists, you may uncover valuable candidate opportunities.   

4. Groups on Facebook and LinkedIn: Joining industry specific groups are a great way to engage with active professionals and find talent.  

At Skywalk Group, we specialize in sourcing top-tier talent across diverse industries. Our team of experts understands the unique challenges each sectors faces and is committed to helping you build a strong, reliable candidate pipeline. Contact us today to discover how we can support your hiring needs and find the perfect candidate!  

By: Sami Sandecki