Abstract
Objective and Scope: Ireland is considered to be a home to most of the multinational
companies. Also, it is a place where start-up activities have risen over the last few years. One
of the most notable concern is about the availability of skills as the competition for skills is
intense, especially for technical candidates. The initial task of identifying and attracting a
candidate is one of the challenging tasks in the entire recruiting process. This study aims to
find the different methods and strategies to identify and attract a technical candidate in the
context of improving the sourcing process. So far, however, there has been little academic
research on the subject from a recruiters perspective. This research, consequently, aims to fill
the gap in the literature regarding the different strategies that can be implemented to attract and
identify technical candidates. Ultimately this study aims to provide recruiters with actionable
insights and recommendation that they can apply to improve the sourcing process.
Methodology: This study is based on a qualitative analysis of interviews with technical
recruiters involved in recruiting in four different organization in the IT sector based in Dublin.
Results: The interviewees reveal many insights, some of which are in accordance, some of
which are in contrast to the consensus in the literature. Also the interviewees response explores
the different strategies adopted by the recruiters which the literature review lacked. This study
showed that recruiters have to diverge themselves in various sourcing channels and not invest
in just one of them. LinkedIn is the most recommended tool which comes with a bundle of
features that recruiters must make use. Moreover, the result of this study indicates that
recruiters have to strategize to make their relationship stronger with the candidates.
Technologies improve the candidate experience. Hence recruiters must make use of all the
available channels as mentioned in this study.
