8 Characteristics of Great Talent Sourcers

I was sitting and sipping my coffee one morning, as you do, my diary was clear with no meetings that day. A smile came across my face, “Yes! I can do some serious sourcing”.

Then this dawned on me; that this could possibly be the difference between a sourcer and recruiter.

So, in my humble opinion, there are a few things that I feel will make for a successful sourcer.

1. Creativity

I would say this is most likely the Number 1 Skill that I have noticed that good sourcers have, especially if you are in involved with things like Social Media, job advertising, content generation etc. As the sourcing role evolves and we get more and more involved with attraction strategies and other more complex methodologies, our marketing hats will need to evolve as well.

2. Business Dexterity

You have to move with the business to wherever the needs are, I hate to sound so mercenary but most of the time sourcers act as triage nurses working on the most urgent vacancies. Typically you will have to adapt within a matter of hours or days to be familiar with different types of business units, geographic locations cultures etc….In my experience most recruiters usually have the same stakeholder or BUs and are usually working on “samey” type roles. We don’t necessarily have that luxury.

3. You need to like reading, a lot!

This is a unavoidable part of the job; with all the streams of information available to us such as research, reading CV’s, Job descriptions it’s all part of a normal day. Even with the best searches will yield results that will need to be reviewed to ensure that they are in context.

4. Always keen to improve on any medium

What you know today will be redundant tomorrow; in our world new sourcing methods and products become available all the time etc. We have to know this stuff to remain ahead of the proverbial. The worst thing is that there is no one size fits all solution for every market.

5. Technical yet personable

I have come across many different sourcers in my career, some are very technical, some are very personable. You will need a certain charisma especially if you are working for a not so well known organisation to get “buy in” from candidates (don’t forget we do need to sell our companies). Remember you set the tone of what they can expect the interview process and what experience that the can expect to go through. I remember having had a screening call done on me once from a large accountancy practice, the girl on the other side must have been reading from a script, it was possibly the most mechanical screening call I had ever had. I never had the opportunity to display any of my other skills. This in turn set the tone that the company was rigid and that they were looking for a box ticker… But the job description did not reflect that – be mindful of this.

6. Transactional

Job in, job out… it never stops, if you are expecting quiet time as a sourcer, I am afraid that this won’t happen. Sorry; Sourcing time is usually in very high demand so as soon as you built one pipeline the next one will start. As long as your organisation is recruiting you will be busy.

7. Not a glory hunter

Yeah, in terms of stakeholders etc…the Recruiters get the glory. The occasional pat on the back filters back down, but in terms of visibility internally it is usually restricted to the coffee queue.

Sometimes the supported business unit does not even know the vacancy had support from sourcers. This is not necessarily a bad thing, otherwise stakeholders start to play politics with the sourcer and recruiter and that is not what the model is designed to do. So a level of anonymity is attached to the job that transcends outside of the Business Unit

8. Super organised

Excel, Databases, effective email usage…Whatever floats your boat. Just make sure you are organised, especially if you are working on 6 jobs with 4 recruiters and 50 applicants. Things get confusing really quick. Prepare for this.

About Ralph Meyer

Ralph Meyer has written 6 post(s) for this blog.

Ralph has Over 8 years sourcing experience attained from both an agency and an in-house recruitment background. Having studied Marketing, Ralph quickly realized the correlation between marketing and recruitment. Seeking out specific candidates (target market) and approaching them in a bespoke and value added manner is paramount to success of any recruitment strategy. Using this knowledge he is currently a sourcing specialist that specializes in attracting executives and difficult to find skills set in the EMEA region. Colleagues would describe Ralph as “a bonkers sourcer whom is extremely creative and has an ability to spot and identify inroads into any market”

Ralph has Over 8 years sourcing experience attained from both an agency and an in-house recruitment background. Having studied Marketing, Ralph quickly realized the correlation between marketing and recruitment. Seeking out specific candidates (target market) and approaching them in a bespoke and value added manner is paramount to success of any recruitment strategy. Using this knowledge he is currently a sourcing specialist that specializes in attracting executives and difficult to find skills set in the EMEA region. Colleagues would describe Ralph as “a bonkers sourcer whom is extremely creative and has an ability to spot and identify inroads into any market”