3 ways to source candidates and how to get them right
Recruiters want to find the right candidate fast. But not all sourcing methods deliver the same results. Most agencies rely on a mix of their own ATS, job boards and LinkedIn. Each has clear strengths and limits. The key is to understand how they fit together and why the best results always start with clean ATS data.
1. Sourcing from your own ATS
Your Applicant Tracking System (ATS) already holds the candidates who know your agency. Every CV, email, and interview note lives there.
When it works best
Your ATS data is structured and current.
Candidate records include verified skills, contact details, and notes on past interactions.
Recruiters can filter by accurate standardized tags instead of keywords.
Benefits
You can move from search to outreach instantly.
You avoid duplicate screening or cold introductions.
You save on external platform fees.
Limits
Data decays quickly if it is not maintained.
Manual updating takes too much time.
Your reach is limited to candidates already in your database.
Fix
Automation can solve this. When your ATS is enriched and kept current, it becomes your fastest and most cost-effective sourcing channel.
2. Sourcing from job boards
Job boards work best for active candidates who are already looking. They can help fill gaps when your ATS does not yet cover a niche or a new skill area.
Benefits
Large supply of ready-to-move candidates.
Standardised CV formats that make initial screening easier.
Easy entry for junior recruiters learning a market.
Limits
Everyone searches the same pool.
Costs rise with premium boards.
You get limited context beyond the CV.
No access to passive candidates.
How to use it well
Treat job boards as a supplement, not a core. Use them to attract new profiles into your ATS, then clean and classify those records so they become reusable assets for future searches.
3. Sourcing from LinkedIn
LinkedIn helps you reach passive candidates who are not actively applying but open to a move. It is valuable for senior or specialised roles.
Benefits
High visibility of skills and work history.
Potential to network through shared contacts.
Useful for employer branding and pipeline building.
Limits
Outreach takes time.
Competition for top talent is intense.
Access to full features requires paid licences.
How to use it well
Use LinkedIn for precision searches and relationship building. Once contact is made, record every relevant detail in your ATS so that the effort compounds over time.
How to combine all three
Start every search in your ATS. It is the only place where you can act immediately and with full context.
If you find no match, expand to job boards for fresh candidates.
Use LinkedIn for roles that need passive or hard-to-find talent.
Each method feeds the others. The more structured your ATS becomes, the less time you spend repeating work across channels.
Build your moat inside the ATS
External tools come and go, but your ATS is permanent. A clean, complete, and current database lets recruiters move faster and with confidence. The real advantage comes from data quality, not from the size of the external talent pool. Daidalo keeps that foundation strong by enriching, classifying, and maintaining your ATS automatically. You spend less time cleaning and more time placing — turning your database into your agency’s competitive edge.
