Talent Sourcer
Talent Sourcer
What is a Talent Sourcer?
A Talent Sourcer is an employee working in the HR domain who looks for, attracts, and identifies new hiring talent as per organizational needs and requirements from time to time.
Not only this but, a talent-sourcing job holder works towards building an organizational talent pool and its management systems. In smaller companies, sourcing new hires is done by HR Generalists or these services are hired from some outsourcing agents.
Talent sourcer identifies, hires, and retains the job candidates. But, indeed a sourcer can only identify and hire, but not retain the employees, rather retention is the strategic purview of the Strategic leadership and HR managers in general and the line managers in particular.
What does a talent sourcer do?
A talent sourcer utilizes various channels to identify potential job candidates matching the company's requirements.
In other words, a talent sourcer is a person who helps recruiters to fill the current job vacancies in an organization.
But, with it, a talent sourcer also manages future jobs’ talent pipelines while keeping into consideration future requirements of the organizational manpower needs and planning. Make a pool of and interact with potential candidates, having their contacts intact; hence having strong social networking skills.
What is the Job description of a Talent Sourcer?
The job description of the talent sourcer includes but is not limited to:
- Job adverts published in various media sources
- Interaction with prospective candidates
- The contacts with the persons searching for a job as well as on the job who might switch
- Attracting the available talent from job markets: local and foreign
- Contacting job candidates
- Carry on part of the Job analysis for the hiring process
- Collaborating with recruitment teams, talent sourcers, HR, and hiring managers of different companies
- Talent pool initiation and management
- Interaction with both active and passive candidates
- Respond to employee referrals
- Fabrication and looking after Applicant database management systems
- Improve the Employer’s brand promotion strategies
- Correspondence with the past candidates for current or future open positions, if any
- Crowdsourcing through job boards and other sources
- Measurement of conversation rates with the passive candidates who turn into hires
- Scheduling management for candidates’ interviews with HR
- Development of positive leads management
- Works closely with the Management
What are the Requirements of the Talent Sourcer job?
The requirements of a talent sourcer job are usually:
- A bachelor’s degree in HRM, business management, or marketing
- Many concerns ask for additional experience as well in HR in general
- Talent acquisition particular experience is preferred
- Sourcing strategy techniques and hands-on expertise (like social platforms candidate search etc.)
- Familiar with `: ATS – Application tracking systems; CMS – candidate management systems; maintaining candidate databases
- Effective communication abilities
- Marketing flair in nature to positively present the organization on various platforms
- Time management skills
- Independent working abilities
- A good team worker
- Decision-making skills
- Skills to coordinate with diverse people, departments, and organizations
What is the difference? Talent Sourcing vs. Recruiting vs. Acquisition
- Talent Sourcing: It is the very first phase of searching for job candidates. Surveys CVs and does primary screening
- Recruiting: This is the second phase after sourcing. Conducts interviews and secondary screening. Formal employment offer to make
- Acquisition: The process of searching and selecting individuals with specific qualifications and skills to fill a particular position (job vacancy) in an organization. It works upon the 5 W’s of the recruitment process: What, When, How, Why, and Who is required
What does the Talent Sourcing Process include?
Each organization should tailor its talent sourcing process which suit it best. Here are a few basic steps that will help:
- Planning: As per your organizational current and future manpower requirements.
- Sourcing: When manpower planning is done, now start sourcing tools and applications that are looking for, identifying, and attracting job candidates. Also, make a relationship with candidates for future openings that they might not get selected at the stage.
- Assessment: From within the pool top talent sourcer made, now invite the best matching your criteria and set their interview with HR.
- Hiring: Though, this is a recruitment job, it comes under the dominion of talent sourcing management.
- Onboarding: Onboarding is an HR role, but part of talent sourcing as well.
What is important to know for people working in HR?
Sometimes, the job descriptions of personnel working as talent sourcer (sourcing talent), recruiter (carrying on recruitment process), and talent acquisition (search and selecting people with specific qualifications) overlap!
But it needs not to be confused because this happens as per the need of the time. After all, they are working in one common HR domain. Hence let us not be surprised to know that it may vary from organizational structure and design viewpoint, from company to company, and might from state to state.
Strategic leadership, top management, and HR need to know about deploying the right person for the right job and at the right time.
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