A talent sourcer is a professional whose role is to identify and attract potential job candidates for an organization. This can include searching for candidates through various sources, such as job boards, social media, and professional networks, as well as reaching out to potential candidates to gauge their interest in job opportunities. The goal of a talent sourcer is to build a pipeline of qualified candidates for current and future job openings, and to help organizations fill open positions in a timely and efficient manner.
Funny how things have changed in recent years. Sourcing has become a very debated topic in the recruiting field. I find it interesting to see companies starting to see the value in adding Sourcers. Most companies don’t fully understand what Sourcers do. So, how can we make Sourcing great again? This post will be random, but just like figure skating I’ll finish with a final pose. You can applaud me at the end. I’ve written a post about defining the word talent sourcing here:
What Does Talent Sourcing Mean Exactly?
Lately, I’ve been getting weekly copy and paste inmails inquiring about career opportunities. I picture it like a cartoon: a recruiter going into a large sporting complex with a microphone and yelling “does anyone want to be a recruiter?” at the crowd. So with that in your head – some recruiters don’t know the difference between a Sourcer and Recruiter.
Before you start patting yourself on the back for an inmail, you should to realize there’s a genuine and heated discussion happening in our nerd community. Is a Sourcer an entry level Recruiter, or is a Sourcer a Recruiter altogether? Does a Sourcer contact the candidate at all? Simply put it all depends.
Do we need to create safe zones for Sourcers? These questions come up time and again. Most Sourcers can’t agree on a definition, and I’m fine with that. I like having a hybrid Sourcing, Recruiting, and Employer Branding job title. I basically pitched my company on a hybrid role. It’s all about being creative and not fitting within the recruiter mold. Sourcers are special and we know it.
*Cue the applause*
There’s no wrong answer. It’s about taking risks and failing forward. I feel Sourcers now pre-screen candidates and no longer just lead gen for other Recruiters. The role has shifted from just pure research to more outreach and engagement. You can read more about my thoughts on Recruiters and Sourcers in this post (here).
Here’s How the Sourcing Role has Changed:
1. Sourcing was once seen as just finding contact details and sending that info over to a recruiter for them to contact. Now, Sourcers often do the initial outreach and pre-screen the applicants.
2. Sourcing used to be more about lead gen and having the recruiter contact them in a database. Now, Sourcers handle all the outreach and build an active list of passive leads.
3. Building Boolean strings and research duties are still important. There are many tools that can automate these duties. I’m sure AI will impact this area more in the future.
4. Sourcers always go where the talent goes– whether it’s on GitHub or reddit. It’s important to stay up to date on the latest communication/social network/forum.
5. Sourcing is now about building a network of niche applicant-leads. Try and specialize in a challenging niche area and master networking techniques.
What’s the Value a Company Can get from Employing a Talent Sourcer?
Time-saving: A talent sourcer can help a company save time by identifying and reaching out to potential candidates, rather than waiting for them to apply.
Cost-effective: A talent sourcer can help a company reduce recruitment costs by identifying and attracting candidates who are a good fit for the organization.
Access to a wider pool of candidates: A talent sourcer can help a company access a wider pool of candidates by searching for and reaching out to potential candidates through various sources, such as social media, professional networks, and job boards.
Increased diversity: A talent sourcer can help a company increase diversity within its workforce by identifying and attracting candidates from a variety of backgrounds and experiences.
Brand awareness: A talent sourcer can help a company increase its brand awareness among potential candidates, which can make it easier to attract top talent in the future.
Early identification: A talent sourcer can help a company identify potential candidates early in the recruitment process, which can give the company a competitive advantage in hiring the best candidates.
Improved candidate experience: A talent sourcer can help a company improve the candidate experience by providing timely and effective communication throughout the recruitment process.
Recommended Reading:
How to Make Your Work Culture Authentic
How to Send A Text Message Using Email
How are Recruiters and Sourcers Different?
