Attract the Best Talent, Even Without Budget
Sourcing represents 60% of recruitment success. Having defined the right profile is useless if you don't know where to find candidates, how to attract them and convince them to apply. This module reveals strategies that really work in 2026, adapted to SME budgets.
Sourcing Channels Matrix by Profile
Which Channel for Which Profile?
| Profile Sought | Priority Channels | Indicative Budget |
|---|---|---|
| Junior / Beginner | Indeed + Employment Services + Schools | 100-300 EUR |
| Experienced Generalist | LinkedIn + Specialised Job Boards | 400-800 EUR |
| Expert / Rare | Headhunting + Referral + Agencies | 1,000-5,000 EUR |
| Tech / IT | WeLoveDevs + GitHub + LinkedIn Recruiter | 500-1,500 EUR |
| Executive Director | Recruitment Firm + Network | 5,000-15,000 EUR |
Passive Sourcing vs Active Sourcing
Passive vs Active Sourcing: What are the Differences?
| Critère | Passive Sourcing (Attract) | Active Sourcing (Reach Out) |
|---|---|---|
| Principle | Publish job ads and wait for applications | Identify and contact potential candidates |
| Channels | Job boards, careers site, social networks | LinkedIn, GitHub, headhunting, referral |
| Cost | 200-800 EUR per ad | Time + tools (LinkedIn Recruiter 600 EUR/month) |
| Volume | Many applications, screening needed | Few profiles but highly targeted |
| Ideal For | Common positions, relaxed market | Rare profiles, tight markets, strategic positions |
The Perfect Job Ad Structure (AIDA Formula)
A - Attention: Title + Hook
Your title must stand out. Avoid generic titles. Example: instead of 'Salesperson Wanted', try 'Expand Our Territory: Ambitious Salesperson (Paris/Remote)'. The hook captures attention in 0.5 seconds.
I - Interest: Value Proposition
Why join us? What's unique about this role? What's the career potential? Show what makes this opportunity different from similar roles elsewhere. This isn't about your company yet, but about the job.
D - Desire: Concrete Benefits
Paint a picture of the day-to-day reality, team dynamic, growth prospects, working conditions, and compensation. Make candidates want this job. Use testimonials from current team members if possible.
A - Action: Clear CTA
Make applying easy and reassuring. Specify the process, timeline, required documents, and whom to contact. Include a direct email or link. Time pressure optional but effective: 'We're reviewing applications rolling basis; apply by MM/DD for faster processing.'
The 7 Sourcing Channels Ranked by ROI
Ranking of Sourcing Channels (Effectiveness + Cost)
- Employee Referral
Best ROI: 40% success rate, cost ~1,000 EUR (bonus), fastest onboarding
- LinkedIn Recruiter Lite
Very good ROI: 600 EUR/month, access to 600M+ profiles, highly targeted
- Specialised Job Boards
Good ROI: 200-500 EUR per post, attracts candidates actively seeking
- Indeed / Google for Jobs
Good ROI: 300-800 EUR, massive reach, lots of low-quality applications
- Headhunters / Recruitment Agencies
Variable ROI: 15-25% commission, essential for rare profiles
- Company Careers Website
Good long-term ROI: minimal cost, attracts brand-aware candidates
- Social Networks (TikTok, Instagram)
Emerging: minimal cost, effective for junior/tech profiles, requires expertise
Building Your Employer Brand to Attract Talent
Your employer brand is everything candidates hear about working for you before they even apply. It determines whether talented people want to work for you or your competitors. A strong employer brand increases the number of spontaneous applications, improves quality, and reduces time-to-hire. Here's how to build it.
- 1
Audit Your Current Image
Search for your company on Glassdoor, Indeed reviews, Google, and LinkedIn. What are candidates saying? Ask your current employees what they think. Identify 3 strengths and 3 areas to improve.
- 2
Define Your Employer Promise
What's unique about working for you? What value do you offer beyond salary? (growth, learning, flexibility, mission, culture, etc.). This becomes your employer value proposition (EVP).
- 3
Activate Testimonials
Ask your best employees to share their story and post on LinkedIn. Authenticity is key. A 3-minute video of a real employee is more effective than 10 polished corporate messages.
- 4
Showcase Your Culture
Post regularly: team photos, day-in-the-life videos, company events, learning opportunities. Show the reality, not the fantasy. This builds trust.
- 5
Maintain a Talent Community
Keep in touch with candidates who didn't work out this time. Send them relevant updates, articles, job opportunities. When they're ready to change jobs, they'll think of you first.
Sourcing Checklist: Your Action Plan
Before Publishing Your Job Ad
- Define your sourcing strategy
Passive, active or hybrid? Which channels first?
- Set your budget
Total budget allocated for this recruitment
- Craft your job title
Keyword-optimised, clear, attractive
- Write your AIDA structure
Attention, Interest, Desire, Action
- Include salary range
Transparency attracts qualified candidates
- Set timeline expectations
When will you review? When will you respond?
- Prepare a screening grid
How will you evaluate applications?
- Plan outreach for passive sourcing
Which networks? Which message?
Questions About Sourcing
Should I always use employee referral first?
Is LinkedIn Recruiter worth the cost?
How long should a job ad be?
Should I post on multiple platforms simultaneously?
How can I reduce low-quality applications?
Ready for Module 3?
You now know how to attract quality candidates. Module 3 teaches you to evaluate them fairly and objectively.