Candidate sourcing is the proactive process of identifying, researching, and engaging potential candidates for current or future job openings before they apply. Unlike reactive recruiting, which waits for applications, sourcing involves searching LinkedIn profiles, job board databases, company websites, and professional networks to build a pipeline of qualified talent that can be approached directly.
Combine suitable sourcing channels and track qualified candidates from each. Coverage and results depend on the role, location and available data.
Key sourcing channels for Australian recruiters:
Combine suitable sourcing channels and track qualified candidates from each. Coverage and results depend on the role, location and available data.
SEEK Talent Search — access to active and passive candidates on Australia's largest job board
Boolean search — structured search queries across databases and search engines
AI research tools — platforms like Kolvera's Deep Research that discover companies and contacts from natural language briefs
Referral networks — existing candidate and client connections remain the highest-quality source
Sourcing Passive vs Active Candidates
Passive candidates may be open to relevant opportunities even when not actively applying. Their availability and engagement must be assessed individually; no universal fee premium is established here.
Candidate Sourcing Tools for Australian Agencies
When choosing sourcing tools for the Australian market, look for:
Australian data coverage — SEEK scraping, ASIC company data, and +61 phone enrichment
Chrome extension — capture LinkedIn profiles directly into your CRM during browsing
Enrichment integration — find email and phone for sourced candidates without switching tools
Campaign automation — send personalised outreach sequences to sourced candidates at scale
What is the difference between sourcing and recruiting?
Sourcing is the front-end process of finding and engaging passive candidates who have not yet applied. Recruiting is the broader process that includes sourcing, screening, interviewing, and placing candidates. A sourcer builds the pipeline; a recruiter manages the full placement lifecycle. In smaller agencies, one person often handles both.
What tools do recruiters use for candidate sourcing?
Modern recruiters use LinkedIn Recruiter or Sales Navigator for profile searches, SEEK and Indeed for active candidate databases, Chrome extensions for bulk data capture, and CRM platforms like Kolvera for managing sourced candidates with enrichment and outreach automation. Boolean search strings help filter large databases efficiently.
How many candidates should a recruiter source per role?
A typical sourcing funnel for an Australian recruitment agency involves contacting 50-100 potential candidates to generate 10-15 interested responses, 5-8 qualified submissions, and 1-2 placements. Hit rates vary by industry, seniority, and market conditions. Technology and healthcare roles typically require wider sourcing funnels due to candidate scarcity.
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