The Sourcing Corner

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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.

! G3 `. N( ?- x1 G- G* D' p' d5 E3 MHe also lays out the key sourcing and recruiting skills:

2 Z$ Y% W- {9 w* Understanding the jobs you are recruiting for.
, Q* P8 x8 A& L/ s# J' `8 a7 _$ {* Knowing the companies that hire these people.
: E, u, Y# t  r+ o$ j* Knowing the compensation packages in the industry.
, B" q2 A& m; G0 h) p; n8 ]* Knowledge of sourcing skills
* Knowing which sourcing technique to use in a specific setting (eg. advertising, competitor raiding).
* Knowing how to handle objections.

In 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.

Its 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.