Written by Andrea Frith

Why they are now more important than ever…….

 

 

A recruiter will focus on the active pipeline, reviewing candidates in the process, select the top talent, interview, negotiate and be involved in active onboarding. The likelihood is that relationship building will be a key focus with all stakeholders concerned. Effectively this role acts as a frontman, representing the company, recruiting and ensuring that the experience is smooth.

Sourcers will be focusing on building a pipeline of talent and will spend the majority of their time engaging with the passive candidate market through actively searching and networking.

Both roles are interchangeable but different, but they can overlap and if done well together can lead to successful hiring. If the recruitment is particularly specialist or there are excessive regular volumes needed, then the benefits of separating the functions could be huge. It is likely that individuals will be talented at either sourcing or recruiting and not necessarily both and so separating out the skills can save businesses time and money.

The Benefits of a Talent Sourcers:

This specialist will be able to:

• Initiate effective sourcing strategies
• Convert prospective passive talent into active candidates
• Initiate and establish relationships with top talent and represent companies EVP
• Reduce the overall fill time
• Reduce recruit costs to allow recruiters to qualify and fill the roles
  
  

86% of top talent are not looking for work and since the onset of the pandemic, it will become increasingly difficult to entice prospective talent away from secure roles as the recession deepens. Candidates who have been sourced for roles are also twice as likely to be successful than those who apply as the skillset has already been qualified. Having a Talent Sourcer or indeed a team can also help with making the company stand out in the market.  It allows those passive candidates to view the organisation as someone who values individual talent and that the skills they can bring are appreciated and not just being used to fill that vacancy gap.

 

What makes a good Talent Sourcer?  

• Being aware of industry trends – know the market and continually research
• Keep up to date with all recruitment tech to be able to search, search and search
• Ability to communicate. A smart resourcer knows how to communicate and to reach the talent and not end up in the spam folder. The message sent needs to stand out and be relevant and personal
• Proactivity – keep in touch with Hiring Managers and know what roles will be needed to be sourced before they are live
• A networker – being active in the community and not just with regards to recruitment. Finding and retaining talent is a fundamental requirement of any successful organisation

Pertemps Managed Solutions have an experienced team of Talent Sourcers available to work with talent teams. For further information on how this works or to engage with these services, please contact andrea.frith@pertemps.co.uk