Every good recruiter has their go-to channels for sourcing candidates, but every great recruiter is regularly evaluating their list and is always on the lookout for new channels. Over the past couple of years, there have been massive shifts in work environments, how technologists prefer to work, and even how many technologists are open to new opportunities. It’s only natural that candidates have also shifted their job search tactics.

While active job seekers have countless options when it comes to searching for jobs online, passive candidates are being approached via email or messaging platforms through personal network connections. Consider the online channels you’re using to source candidates right now. Are they still relevant? Are they still providing a steady stream of quality candidates? What new channels could you explore?

Staying on top of industry trends can spur ideas for new sourcing channels to explore — online and offline. For instance, a university graduating its first class of technologists who’ve mastered an in-demand skillset (such as A.I. and machine learning) opens up a new pipeline of entry-level candidates.

Online channels are still a predominant sourcing channel, but just as you wouldn’t invest in only one type of stock, it’s important to keep a diverse list of sourcing channels. Don’t count out offline channels like industry events, internship programs and employee referral programs. Many industry events that moved online due to the pandemic are starting to resume in-person or hybrid events (i.e., a mix of in-person and virtual). These events present great opportunities to meet active job seekers and fill your pipeline. Many organizations are also resuming internship programs that were put on hold; these programs are a great way to “test drive” talent and source future employees at a lower cost.

Employee referral programs are another great channel for sourcing candidates. Not only do they provide quick access to talent, but they are also more cost-effective; 45% of employees sourced from referrals stay for four years or longer. (Plus, employee referral programs give you a sense of how current employees feel about the organization, which can be invaluable!)

In a constantly evolving tech hiring market, it’s imperative to be creative and open to trying the latest sourcing channels. Sticking with the same sourcing channels year after year will most likely result in diminishing returns.