Role of a sourcer in recruitment
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Role of a sourcer in recruitment

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Presentation for Discover Sourcing 19/09/2009

Presentation for Discover Sourcing 19/09/2009

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  • Spend 3- 4 mins on this slide reminiscing about the past and what Recruitment looked like a few years ago.
  • Spend 3-4 Minutes on the Current state of sourcing with Backing info on Specific Skills Set. Value for money recruitment.
  • The Future – Maybe spend about 5-7 minutes on this topic, focusing on Recognised competencies, and a “Must have”
  • This Slide will be a major talking point: 20 minsSmarter Reporting: Demonstrate a Spread sheet that you have constructed and developed for the sourcing conference.Talk about getting “BI Ready”, Business intelligence is going to become more essential as our direct sourcing becomes the preferred method for organisation to use. This will ensure Candidate Communities are catered for etc….Wasted intel, what is it good for?Pushing for direct stakeholder engagement- Why? Isn’t this what the recruiters are supposed to be doing? Why is recognition and exposure important to sourcing? For sourcing to be a credible recruitment tool, clients need to be asking for it. Most of the time they don’t even know where candidates come from…Or do they even care? Well no, however, do they notice a improvement in quality if a sourcer is involved? If yes, then the greater business will take a bigger interest in this function.Diversification of the Business relationships. What???Why, We are recruiters, why should we be engaging with other parts of the business? Well, we hold information about Comp and Bens, Business intel, Response rates (for campaign planning), Target audiences for Marketing, Sales Targets for our sales teams. Thought leaders for our research teams…the list gets longer and longer. Whatever the business you are in there are other parts of the business that can use some aspects of your work. Find out who they are and incorporate them into you practices.The “Sourcing Business Case”, So picture this….the next recession hits, you company is in trouble…..Recruitment is frozen and guess which function will be targeted for downsizing….Most likely sourcing before recruitment. Because the recruiter are relationship managers as well as candidate generators. So to combat this, we need to fin additional backing from the business where the product of our work can directly influence and aid success in other parts of the business, IE: intel, market mapping. Successful team moves etc………Industry Dissection and Candidate Communities, The recruitment market is going to get more competitive and we will need to begin developing passive candidate relationships. So, if our position is not of interest right now, not a problem, however we will need to keep cultivating these candidates so that when they are ready we are top of mind (this are is a bit grey…Is it sourcing's problem or will it a be a recruiter issue) I have a feeling that this will most likely be placed on the source plate as sourcers are more outward flowing with information.
  • This Slide will be a major talking point: 20 minsSmarter Reporting: Demonstrate a Spread sheet that you have constructed and developed for the sourcing conference.Talk about getting “BI Ready”, Business intelligence is going to become more essential as our direct sourcing becomes the preferred method for organisation to use. This will ensure Candidate Communities are catered for etc….Wasted intel, what is it good for?Pushing for direct stakeholder engagement- Why? Isn’t this what the recruiters are supposed to be doing? Why is recognition and exposure important to sourcing? For sourcing to be a credible recruitment tool, clients need to be asking for it. Most of the time they don’t even know where candidates come from…Or do they even care? Well no, however, do they notice a improvement in quality if a sourcer is involved? If yes, then the greater business will take a bigger interest in this function.Diversification of the Business relationships. What???Why, We are recruiters, why should we be engaging with other parts of the business? Well, we hold information about Comp and Bens, Business intel, Response rates (for campaign planning), Target audiences for Marketing, Sales Targets for our sales teams. Thought leaders for our research teams…the list gets longer and longer. Whatever the business you are in there are other parts of the business that can use some aspects of your work. Find out who they are and incorporate them into you practices.The “Sourcing Business Case”, So picture this….the next recession hits, you company is in trouble…..Recruitment is frozen and guess which function will be targeted for downsizing….Most likely sourcing before recruitment. Because the recruiter are relationship managers as well as candidate generators. So to combat this, we need to fin additional backing from the business where the product of our work can directly influence and aid success in other parts of the business, IE: intel, market mapping. Successful team moves etc………Industry Dissection and Candidate Communities, The recruitment market is going to get more competitive and we will need to begin developing passive candidate relationships. So, if our position is not of interest right now, not a problem, however we will need to keep cultivating these candidates so that when they are ready we are top of mind (this are is a bit grey…Is it sourcing's problem or will it a be a recruiter issue) I have a feeling that this will most likely be placed on the source plate as sourcers are more outward flowing with information.
  • This Slide will be a major talking point: 20 minsSmarter Reporting: Demonstrate a Spread sheet that you have constructed and developed for the sourcing conference.Talk about getting “BI Ready”, Business intelligence is going to become more essential as our direct sourcing becomes the preferred method for organisation to use. This will ensure Candidate Communities are catered for etc….Wasted intel, what is it good for?Pushing for direct stakeholder engagement- Why? Isn’t this what the recruiters are supposed to be doing? Why is recognition and exposure important to sourcing? For sourcing to be a credible recruitment tool, clients need to be asking for it. Most of the time they don’t even know where candidates come from…Or do they even care? Well no, however, do they notice a improvement in quality if a sourcer is involved? If yes, then the greater business will take a bigger interest in this function.Diversification of the Business relationships. What???Why, We are recruiters, why should we be engaging with other parts of the business? Well, we hold information about Comp and Bens, Business intel, Response rates (for campaign planning), Target audiences for Marketing, Sales Targets for our sales teams. Thought leaders for our research teams…the list gets longer and longer. Whatever the business you are in there are other parts of the business that can use some aspects of your work. Find out who they are and incorporate them into you practices.The “Sourcing Business Case”, So picture this….the next recession hits, you company is in trouble…..Recruitment is frozen and guess which function will be targeted for downsizing….Most likely sourcing before recruitment. Because the recruiter are relationship managers as well as candidate generators. So to combat this, we need to fin additional backing from the business where the product of our work can directly influence and aid success in other parts of the business, IE: intel, market mapping. Successful team moves etc………Industry Dissection and Candidate Communities, The recruitment market is going to get more competitive and we will need to begin developing passive candidate relationships. So, if our position is not of interest right now, not a problem, however we will need to keep cultivating these candidates so that when they are ready we are top of mind (this are is a bit grey…Is it sourcing's problem or will it a be a recruiter issue) I have a feeling that this will most likely be placed on the source plate as sourcers are more outward flowing with information.
  • This Slide will be a major talking point: 20 minsSmarter Reporting: Demonstrate a Spread sheet that you have constructed and developed for the sourcing conference.Talk about getting “BI Ready”, Business intelligence is going to become more essential as our direct sourcing becomes the preferred method for organisation to use. This will ensure Candidate Communities are catered for etc….Wasted intel, what is it good for?Pushing for direct stakeholder engagement- Why? Isn’t this what the recruiters are supposed to be doing? Why is recognition and exposure important to sourcing? For sourcing to be a credible recruitment tool, clients need to be asking for it. Most of the time they don’t even know where candidates come from…Or do they even care? Well no, however, do they notice a improvement in quality if a sourcer is involved? If yes, then the greater business will take a bigger interest in this function.Diversification of the Business relationships. What???Why, We are recruiters, why should we be engaging with other parts of the business? Well, we hold information about Comp and Bens, Business intel, Response rates (for campaign planning), Target audiences for Marketing, Sales Targets for our sales teams. Thought leaders for our research teams…the list gets longer and longer. Whatever the business you are in there are other parts of the business that can use some aspects of your work. Find out who they are and incorporate them into you practices.The “Sourcing Business Case”, So picture this….the next recession hits, you company is in trouble…..Recruitment is frozen and guess which function will be targeted for downsizing….Most likely sourcing before recruitment. Because the recruiter are relationship managers as well as candidate generators. So to combat this, we need to fin additional backing from the business where the product of our work can directly influence and aid success in other parts of the business, IE: intel, market mapping. Successful team moves etc………Industry Dissection and Candidate Communities, The recruitment market is going to get more competitive and we will need to begin developing passive candidate relationships. So, if our position is not of interest right now, not a problem, however we will need to keep cultivating these candidates so that when they are ready we are top of mind (this are is a bit grey…Is it sourcing's problem or will it a be a recruiter issue) I have a feeling that this will most likely be placed on the source plate as sourcers are more outward flowing with information.

Role of a sourcer in recruitment Role of a sourcer in recruitment Presentation Transcript

  • Role of a Sourcer in Recruitment By Ralph Meyer
  • Agenda ► Where has Sourcing come from? ► What is the current state of Sourcing? ► The future of Sourcing ► What do we need to do as an industry to get there? 19 September 2013 Role of a Sourcer in RecruitmentPage 1
  • Where has Sourcing come from? Let’s journey back 10 years or so: ► In-house Recruitment? Doesn't HR do that? ► Paper CV’s ► Untargeted Cold Calling/Headhunting ► CV Websites ► Recruiter Dependent ► Rise of the Information age 19 September 2013 Role of a Sourcer in RecruitmentPage 2
  • “It is getting more difficult to find good candidates!”
  • What is the current state of Sourcing? Currently: ► Sourcing is becoming a recognised skillset ► Candidates are expecting to be headhunted ► Professional Networking sites ► Value for money recruitment - Sourcing vs. Agency ► Sourcers are becoming more technical ► Sourcing as an industry is maturing 19 September 2013 Role of a Sourcer in RecruitmentPage 4
  • The Future of Sourcing ► Recognised Competencies – Sourcing Qualifications ► A must-have feature in current recruitment strategies ► Big Data – How do we as sourcers adjust? ► Human vs. Technical element ► Market intelligence ► Greater business exposure and influence 19 September 2013 Role of a Sourcer in RecruitmentPage 5
  • Sourcing cannot be a one trick pony!
  • What do we need to do as an Industry to get there? ► Better use of reporting our findings ► Diversification of Business Relationships – We don’t only hold recruitment information. How does sourcing add additional value to an organisation? ► Direct Stakeholder Engagement – Not to own, but to engage 19 September 2013 Role of a Sourcer in RecruitmentPage 7
  • Revert to the Excel Sheet and analyse the candidate List and Graphs on Tabs 1 and 2 19 September 2013 [Presentation title]Page 8
  • Competitive Intelligence 19 September 2013 Role of a Sourcer in RecruitmentPage 9 0 2 4 6 8 10 12 14 2007 2008 2009 2010 2011 2012 2013 Google UK - Sourcing Function Total Team Size Starters Retention Promotions 0 1 2 3 4 5 6 7 2009 2010 2011 2012 2013 Gartner UK - Sourcing Function Team Size Joiners Leavers Change of Roles
  • Competitive Intelligence 19 September 2013 Role of a Sourcer in RecruitmentPage 10 0 2 4 6 8 10 12 14 2007 2008 2009 2010 2011 2012 2013 Google UK - Sourcing Function Total Team Size Starters Retention Promotions 0 1 2 3 4 5 6 7 2009 2010 2011 2012 2013 Gartner UK - Sourcing Function Team Size Joiners Leavers Change of Roles 0 1 2 3 4 5 6 7 1 2 3 4 5 6 7 Years of Tenure Google vs Gartner- Sourcing Function -Tenure Google Tenure Gartner Tenure
  • What do we need to do as an Industry to get there? ► Better use of reporting our findings ► Diversification of Business Relationships – We don’t only hold recruitment information. How does sourcing add additional value to an organisation? ► Direct Stakeholder Engagement – Not to own, but to engage 19 September 2013 Role of a Sourcer in RecruitmentPage 11
  • What do we Need to do as an Industry to get there? ► Pushing for direct Stakeholder Engagement – Not to own, but to engage ► Business Intelligence ► Diversity in the Workplace ► Recruitment Intelligence ► Candidate Communication ► Marketing ► Sales Functions 19 September 2013 Role of a Sourcer in RecruitmentPage 12
  • What do we need to do as an Industry to get there? ► Better use of reporting our findings ► Diversification of Business Relationships – We don’t only hold recruitment information. How does sourcing add additional value to an organisation? ► Direct Stakeholder Engagement – Not to own, but to engage 19 September 2013 Role of a Sourcer in RecruitmentPage 13
  • Thank you – Q&A