Sourced Candidates vs Applicants: Understanding the Benefits of Each

When it comes to building strong teams, there are two primary ways talent enters the hiring process. Some candidates apply directly to a posted job, while others are sourced proactively by a recruiter. Both groups bring unique advantages to the table, and the best hiring strategies often combine the two.

What Are Applicants?

Applicants are individuals who respond to a job posting by submitting their resume or application. They are actively looking for new opportunities and have chosen to engage with your company.

Benefits of Applicants

1. Motivated to Engage Applicants have taken the first step by expressing interest in your company and role. They are typically ready to engage in the process and can often move quickly through the funnel.

   
   

2. Diverse Backgrounds Job postings attract a wide range of candidates, including some who might not surface through sourcing. This helps broaden the pool and can improve diversity in the hiring process.

   
   

3. High Volume Well-written postings and strong employer branding can generate a steady flow of applicants. This makes it easier to fill multiple roles quickly, especially in high-demand or entry-level positions.

   
   

What Are Sourced Candidates?

Sourced candidates are identified by recruiters through research, networking, and outreach. These individuals may not be actively looking for a job but are open to conversations when approached.

Benefits of Sourced Candidates

1. Access to Passive Talent Many top performers are not actively applying for roles. Proactive sourcing helps bring these individuals into consideration, giving companies access to a higher percentage of the overall talent market.

   
   

2. Targeted Skill Sets Recruiters can focus sourcing efforts on candidates with very specific experience, certifications, or industry backgrounds. This makes it easier to fill hard-to-hire roles or specialized positions.

   
   

3. Relationship Building Outreach provides the opportunity to build connections with candidates over time. Even if a sourced candidate is not ready to move today, they may become an excellent hire in the future.

   
   

Why Both Matter

The strongest hiring strategies combine both applicants and sourced candidates. Applicants provide volume and a steady flow of engaged talent, while sourced candidates bring precision and access to top performers who may not apply on their own. By balancing both approaches, companies can fill roles more quickly, make better hires, and build long-term pipelines of qualified talent.

Final Thoughts

Recruiting is not about choosing between applicants and sourced candidates. It is about knowing when to rely on one group and when to emphasize the other. For high-volume roles, applicants may be the fastest path to success. For specialized or leadership positions, sourcing is often essential. When used together, they create a balanced and effective hiring strategy.