Talent attraction and sourcing

Finding and engaging people with scarce skills, such as digital, data, and technology specialists, through employer branding, direct sourcing, networks, and early careers routes.

Original to this reference.

Levels

1. Awareness: You can:

explain which skills are hard to recruit and why
share job adverts through the organisation's channels and networks
2. Working: You can:

write adverts that appeal to specialist candidates and use plain language
search job boards, professional networks, and talent pools for candidates
support events, such as careers fairs and open days
3. Practitioner: You can:

build talent pipelines and communities for scarce digital and data roles
shape the employer value proposition with hiring teams
use market data on pay and supply to advise on hard-to-fill roles
develop early careers routes, such as apprenticeships and graduate schemes
4. Expert: You can:

set the organisation's talent attraction strategy and employer brand
work with partners, such as universities and other employers, to grow the talent supply
lead decisions on premium pay, agency use, and alternative sourcing models

Closest ESCO skills

talent management strategies (broad match)
job market offers (broad match)
social media management (narrow match)

Contains ESCO v1.2.1 data (https://esco.ec.europa.eu/). © European Union. Reuse authorised under Commission Decision 2011/833/EU.

Role levels that expect this skill

Role level	Role	Band	Expected level
Digital skills lead	Learning and development specialist	7	Working
Recruitment assistant	Recruitment officer	3	Awareness
Recruitment officer	Recruitment officer	4	Working
Digital talent partner	Recruitment officer	5	Practitioner
Recruitment manager	Recruitment officer	6	Practitioner