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Guidelines

<aside> <img src="/icons/binoculars_red.svg" alt="/icons/binoculars_red.svg" width="40px" /> Here we have a quick overview of what a Talent Sourcer is and its career development to inform ourselves. Below each definition, we have examples of each stage to have an understanding of what is explained in the market and new tendencies for this position. We hope these bits inform you of the complexity behind this role and expand your horizon on how we use them nowadays.

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Guidelines - Sourcing 101

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What is a Talent Sourcer?

Sourcing is the proactive search for qualified job candidates for current or future open positions by identifying candidates who are not actively looking for job opportunities (passive job seekers) or actively searching for jobs (active job seekers). Talent Sourcing involves using different databases and sources of information to build consistent pipelines of skilled individuals successfully and not only by contacting as many as possible but rather doing so in a thoughtful and, for the candidate, relevant way.

For this, Talent Sourcing specializes in developing techniques that will increase candidate experience and accelerate the hiring process:

Engaging passive candidates is essential in many recruitment processes where talent sourcing is a powerful tool. Where we can find candidates varies greatly and is not limited to LinkedIn. Sourcing successfully from additional channels such as the current ATS, GitHub, Social Media, Conferences, MeetUps, Hackathons, Universities, and others is a domain in and of itself.
Engage Candidates through Messages & Interviews, providing each individual with relevant skill sets and experience meaningful conversation to move the candidate from passive to an ongoing process.
Pipelining passive candidates range from using LinkedIn Recruiter and scraping webpages to programming custom search engines and applying OS/INT capabilities to research candidates.
Generate data & Insights that will provide consistent pipelines of skilled individuals successfully, market insights, compensation studies, and much more of the external market for the company to make the best decisions based on solid data.

In summary, a Sourcer is a hunter. They create interest and drives talent to the organization, bringing excellent researching skills that will: poring over org charts, job descriptions, and social media profiles and hitting search engines and competitor web pages. Engaging potential candidates repeatedly in several ways and refining the strategy brings strong prospects to the hiring process.

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101 Sourcing Knowledge

Talent Sourcer vs. Recruiter

<aside> <img src="/icons/contrast_red.svg" alt="/icons/contrast_red.svg" width="40px" /> As the TA teams become more complex based on the companies and market needs, having specialized positions inside this team supports the need for efficiency and targeting different topics with more excellence. Talent Sourcing as an occupation is still a relatively new phenomenon, so it's crucial to clarify the main responsibilities and skills of Sourcers and Recruiters inside this hub.

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Talent Sourcer

[ ] Participates at Intake Meetings and profoundly understands the company's and team's needs, values, and culture.
[ ] Develops sourcing strategies, personas, and market mapping to define the best target companies, profiles, and template approaches based on the position necessity.
[ ] Searches candidates with different sourcing techniques and approaches in several channels and filters the best ones.
[ ] Develops talent pools and pipelines for future positions, engaging with e-mails, calls, or other strategies.
[ ] Supports D&I hiring and other specific positions to fill.
[ ] Utilizes OKRs and metrics to define success and market trends.

Recruiter

[ ] Handles the process from the intake meetings stage to the onboarding stage, sometimes including onboarding. Manages, guides, and supports hiring managers and candidates during the hiring process.
[ ] Coordinates job postings, CV reviews of active candidates, screening phone calls, setting up interviews and other evaluations, candidate preparation, rejection calls, salary negotiation, offer presentation, etc.
[ ] Oversees candidate experience as an expert in achieving extraordinary hiring processes based on data and strategic changes, if needed.
[ ] Supports and develops hiring strategies for diversity and inclusion.

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Metrics

<aside> <img src="/icons/chart-area_red.svg" alt="/icons/chart-area_red.svg" width="40px" /> Based on studies, sourcing is the second highest origin of hires after direct applicants. For the sourcing team, metrics provide insightful data that enables them to into the efficiency and effectiveness of the sourcing (like high response rates, better channels to source, and candidate experience), market insights, and recruitment process (funnel, hires, interview capacity).

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Name	Metric	Purpose	Calculation
Source Quality	Sourcing Approach	Understand how many were hired based on which set approaches for the whole hiring process.	Sourced Hires/Total of Approaches
Sourcing Channel Effectiveness	Sourcing Approach	Understand which sourcing channels are more practical to respond to and have consistent hires.	Sourced Channel Hire/Total of Channel Approaches
Sourcing Channel Cost	Sourcing Approach	If you are using ads to bring more candidates (Talent Engagement), this is an effective metric to understand how much your sourcing costs.	Ad spend per platform/ Number of successful applicants per platform
Response Rate	Sourcing Approach	It is the percentage of emails/in-mails/messages that are being replied to by the candidate.	Amount of emails replied to / amount of emails sent *100
Conversion Rate	Conversion	Refers to the candidates moving to the following stages after the first conversation.	Number of candidates from the pipeline that were interviewed / number of candidates that were recommended to recruiters
Interview to Offer Rate	Sourcing Process	The percentage of candidates who get an offer out of the total of offers generated.	Amount of Offers/ Amount of sourced first interviews *100
Rejection Reasons	Rejection	Understand the prominent rejections for templates and each stage. This will help to adjust any points to success in this position.	Chosen Rejection/Total number of rejections
Source of Hire	Hire	Understand some of the best recruitment channels through employee surveys, ATS hires, and web analytics.	It will depend on the data.
% of Referral Hires	Hire	Usually, referrals are hired faster, stay longer, and have greater job satisfaction, with the result of the cost per hire being lower.	Source of Hire
Offers Accepted	Hires	Understand which sources are more likely to accept a job offer and companies who are more likely to have profiles the company needs.	number of offers accepted/number of offers
Candidate Experience	Candidate	Based on feedback (NPS normally), understand, with different channels, how was the experience of the candidate on the overall process.	NPS

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Career Path

Tech Sourcer

Lead Sourcer

Talent Sourcer

Sourcer Manager

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