What makes a Good Sourcer
•Technical savviness (Boolean searches, open web sourcing, x-ray
search, etc) and training (certifications, SourceCon attendance, etc)
•Ability to think beyond our tools, essentially ability to think beyond
restrictions
•Ability to approach searches strategically
•Relentless curiosity
•Ability to get up to speed quickly on various subjects/positions/etc
•Self starter, takes initiative to learn new things + upskill
•Strong organizational + time management skills
•Persistence; desire to “win
Recruiter Responsibilities:
•Kick off each req with Sourcer; this “kick off” could be:
• Sourcer attending hiring manager kick off with Recruiter
OR
• Recruiter completes Sourcer intake form + holds separate kick off
with Sourcer
•Candidate calibration
• When Sourcers provide candidate profiles to Recruiter, Recruiters
need to provide feedback within 48 hours
•Recruiters should hold weekly check-in with Sourcer counterparts to
ensure Sourcers have prioritization correct and that they have all the
information they need to ensure progress is being made on the req(s)
•
[After initial kick off] Research position responsibilities, skillset, industry
terms, competitors, etc. Essentially, become a subject matter expert on the
position.
•
Uncover talent for hard-to-fill positions
• Diversity should be woven into all searches
•
Start sourcing in Smashfly (focus on those who have previously indicated
interest with CSC) before moving to external platforms like LinkedIn Recruiter
•
Provide viable candidate profiles which means:
• Local “open to opportunities” candidate profiles that check all boxes as
discussed at kick off and Recruiter to engage
OR
• Candidates who have already gone through an initial phone screen with
Sourcers and are ready for the next step
•Track candidate profiles in shared Google doc so Recruiter can easily see
what candidates have been sourced, outreached, phone screened, etc. This
document can be used to guide Sourcer/Recruiter weekly touchbases.
•Build candidate pipelines for future reqs
•Maintain a req load of 14-16 reqs
• Req load varies based on complexity and seniority of reqs
Contracr Sourcer
•Extension of the Recruiter team, responsible for
sourcing, attracting, and engaging diverse talent
•Sourcing is what they can do
Someone who fundamentally understands the
recruitment lifecycle and sourcing
Uses our tools (Smashfly + LinkedIn)
Makes sure we have turned over every rock and
stone
FTE Sourcer
(Future State)
•Part of a Sourcing + Research team, responsible for
talent & market insights
•Bring their own set of tools and best practices to
use, in addition to our in-house tools (Smashfly +
LinkedIn)
•Uses our tools (Smashfly + LinkedIn)
•Makes sure we have turned over every rock and
stone