The Sourcing Corner

20摄氏度

Like Amybeth Hale, Moises believes that your recruiting team can't be its best without well-defined sourcing procedures which, he complains, most companies don't have.

He also lays out the key sourcing and recruiting skills:
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* Understanding the jobs you are recruiting for.
* Knowing the companies that hire these people.
+ Q; x8 W3 \8 ^, O/ C* Knowing the compensation packages in the industry.
9 r$ Y. {$ g7 L& e. k. g* Knowledge of sourcing skills
, |& p  f, l5 V, X8 B0 n* Knowing which sourcing technique to use in a specific setting (eg. advertising, competitor raiding).
6 h* T+ p" L9 s. J; p& J+ P* Knowing how to handle objections.

  h! i( s; h/ V* i( g, S3 w: HIn my world, a sourcer does not call the potential candidates so handling objections would not be necessary. But I met Bill Vick in Toronto last week and he told me that in his vocabulary the names-finder is a researcher and a sourcer is what Shally Elvis Steckerl would call a networker. That's someone who handles the initial phone contact and "candidate development".

20摄氏度

While in Toronto, where I met Michael, I also had the privilege of speaking at the Pinnacle Society's meeting. Over 40 Big Billers (the average billings were $640k per year) talked openly about the problem of defining what a researcher, sourcer, networker, etc. really does or should do.

* S! s* O; {" L" pIts an area that calls for a better way of defining the role and responsibilities and one that I will be addressing in depth on XtremeRecruiting.org over the next week or two.