I had the opportunity to interview Jaward Sabra from Cruits Consulting about Talent Sourcing. It was a real pleasure getting to interview him on his perspective from Europe on the future of Talent Sourcing. There’s been a lot of recent changes – GDPR to new technological advances. So, there was recently a lot to discuss! Overall, I hope you enjoy reading this interview.
1. How did you get into talent sourcing?
I have been a Tech professional for the past 5 years. I sourced and placed 4 perm niche developers within 1 week for my ex-employer, and I enjoyed that. So I grew a lot of interest in recruitment and wanted to help recruiters achieve the same performance by applying the concepts I use.
2. Advice you would give someone starting out?
It is a great time to be in recruitment however, it’s also time to be doing it right, sticking to the old ways and listening to old school mentors might not be as fruitful as you’d hope, things like: “Make 50 cold calls a day to be a top biller, and learn the market on the job by speaking to candidates” do not work anymore because things are changing in recruitment. So seek advice from a mentor or a professional who can actually help you stand out in this highly competitive recruitment world.
3. What makes a good Talent Sourcer/Resourcer?
If it’s only sourcing we’re considering then someone who has a high tolerance to a lot of time on social networks and casual conversations would be a great sourcer, especially if they have a minimal understanding of the market they are sourcing in.
4. What’s changed in the sourcing world in the past 5 years?
I think the CV DB age is ending, you can’t be a good recruiter if you’re just selling yourself as someone who has a CV database or has some account on a job board where you can source CV’s. You are expected to have a network of candidates on social media, which mostly all other sources have access to, especially when all possible candidates will likely be reachable there, so it’s really about knowing your audience, and knowing how to engage them otherwise, your competition will beat you to them.
5. Future predictions on sourcing. What will change in the next 5 years?
“Generalist sourcing will be dead, there is a great need for specialization in recruitment. Industries and particularly tech are moving way too quickly for recruitment to keep up, so there is a need for a new breed of recruiters who are specialist in their particular niches and who are able to attract, engage and place the right talent, otherwise they WILL be replaced by machines.
6. Favorite chrome extension?
Email Finder – This extensions helps find email addresses on social media profiles.
7. Favorite Boolean string?
(owner OR founder) AND recruitment
You can follow Jawad Sabra on social media here:
Recommended Reading:
How to Automate LinkedIn Using Phantombuster
Boolean Strings to Source Female Candidates
How to Use Mail Merge to Recruit Candidates
