A Sourcer’s main job is to support Recruiters in sourcing efforts. Usually the Sourcer makes the initial outreach to the candidate and then follows up by setting up a meeting with the assigned Recruiter. A Sourcer’s job includes: searching, engaging, and then passing candidates to the Recruiter. Depending on the req load Sourcers may create lists of active candidates and have the Recruiters message and cold the call candidates. There are many variables to this, and it really depends on the company’s talent acquisition strategy. I’ve personally done both – doing the outreach and creating pipeline lists. I think both strategies can work. I’ve been in situations where I’m the first “Sourcer hire” at an organization and they don’t have any processes created for the role. I think setting clear guidelines at the beginning will help everyone fully understand each other’s role and relationship. I’ve created five ways to build a Sourcer and Recruiter partnership.
1. Setting Clear Goals
A Sourcer’s role involves sourcing for passive and active applicants. They spend the bulk amount of time researching and sourcing for talent on the internet. Once they find a list of candidates they either create a project or upload them to an ATS database. The time it takes to search and source takes an immense amount of time. For this reason, setting clear goals is very important. You need to track initial outreach, screens, submittals, and hires. Think of it as tracking the full sourcing funnel. I think it’s important to focus the Sourcers on the outreach and screens. Everyone’s goal is getting hires – but the time and energy it takes to source sometimes gets overlooked. So, the value of a Sourcer is not tracked by hires but by all overall efforts. Understanding the full process will help you set clear goals for a Sourcer.
2. Tracking Metrics & ROI
Upload every single candidate into your ATS and CRM database. Tracking every effort is extremely important. A Sourcer that is not tracking correctly will cause many issues later on. First of all, you won’t be able to see the sourcing efforts. Secondly, if another Recruiter crosses paths with one of your candidates this can cause confusion and can damage the candidate’s overall experience. Once you’re tracking and uploading candidates, this will help show future ROI metrics.
3. Understand Candidate Ownership
Once a Sourcer uploads the candidate into the ATS or CRM, that gives the candidate ownership directly to the Sourcer since they found the resume or contact information. Even if a Recruiter reaches out to the candidate months later, the candidate ownership still lies with the Sourcer. The Sourcer invested an immense amount of time sourcing and finding qualified candidates. This still applies direct ownership to the Sourcer. You need to explain candidate ownership directly to the Recruiter and Sourcer. I’ve personally worked with Recruiters who have gotten into the ATS and erased my efforts – after I helped find contact information for a candidate and the Recruiter used that to directly contact, screen, and submit the candidate. Recruiters can get very competitive and aggressive under stressful environments. So it’s very important to explain a Sourcer and Recruiter relationship. Every candidate that is uploaded into the ATS/CRM by the Sourcer should be credited to them!
4. Creating A Sourcer Calendar
Depending on your company’s size for every 8-10 Recruiters you may have 1 to 2 Sourcers on staff. Managing a Sourcers time is very important. I’ve had situations where Recruiters take advantage of my time. They’ve even tried to buy my time by taking me out to lunch. Creating boundaries with Recruiters is important for success and sanity. I averaged 3-4 job reqs per day. Depending on the week I would be working with 1 to 2 Recruiters per day on the most challenging positions. I used a whiteboard to track my sourcing jobs list. This will help minimize any confusion and help set clear daily goals.
5. Using The Word “No” Correctly
The trend of hiring Sourcers is continuing to grow. I’ve noticed that Sourcer opportunities in the past year have steadily increased. But even with that exciting news – most staffing or in-house teams don’t know how to set a clear plan for Sourcers. Sourcers may feel like guinea pigs causing managers to create unrealistic goals. It’s always important to set clear goals with the recruiting team. You should also get more comfortable using the word “No.” Believe it or not – you can’t solve every recruiting problem in the world! You need to set clear expectations and create an effective Sourcer Calendar. Once you’ve mastered your daily goals, you can say “No” to unrealistic demands. I’ve had Recruiters ask me to manage their calendars. Sorry, no, I’m not a recruiting coordinator! I’ve had Recruiters ask for computer assistance. This is a waste of your time! Try and say “No” in a positive direct manner. Your time is valuable and you deserve respect.