Finding the right applicant for the right job is one of the various recruitment functions that should be done by a company.

Getting the wrong person for the job can mean maintaining a liability in the firm; it becomes essential that someone focuses on this vital process alone. This then leads to the rise of sourcing.

Okay, first, how different is this from outsourcing? The truth is they may share some similarities. Companies have the option to hire third-party sourcing agencies. However, it is also possible for them to just choose anyone from the human resource department to perform the sourcing function.

Sourcing can also be broken down into different subfunctions, especially if there is a heap of information that needs to be dealt with. For instance, if the firm needs to fill up 100 positions in a month, there may be someone who is in charge for looking candidates in different areas, from the Internet to network connections. Another person may be in charge of pre-screening candidates.

Regardless, sourcing is a monumental task, and one may have to abide to certain rules or tips to be successful in the field:

Use the right tools.
Thousands of recruitment officers are actually shifting their attention to more popular websites such as Facebook and Twitter when searching for possible job candidates. Nevertheless, this does not mean that they can work for everyone.

Hundreds of tools, some of them free, are available. Streamline the options by getting to know more the role you have to play and matching it to the options you have.

You have to remember, though, tools can only do so much. Unless you will be able to fully maximize them and be more productive, they will never work and become useless for you and for the company you are helping.

Increase your network connections.
There are two kinds of sourcing: primary and secondary. Primary sourcing is usually done through telephone. This is advantageous for two reasons: you can get in touch with those who have no or very limited access to technologies such as the Internet. Moreover, you can touch base with the possible candidates directly and even conduct initial interview if your job description requires it.

Secondary sourcing refers to the search of applications through the World Wide Web, perhaps in message boards and job portals. Normally, the potential employee is contacted through his or her e-mail or phone number.

It will be much easier for you to perform both if you have already built a considerable network. You can increase your finds by asking for referrals. This can also be excellent for your career since you will be known not only in your firm but also in the industry, which is fast growing, of your job and your performance.

Build relationships.
Use the tools and the network to establish relationships to all types of people and even institutions such as colleges and universities.