1. The document discusses identifying the skills and traits that make for successful sourcers/recruiters through analyzing data from past sourcers. 2. Testing of over 400 applicants and current employees provided data on cognitive abilities, behaviors, and drivers that were compared between top and bottom performers. 3. Key skills that differentiated top sourcers included high learning capability, strong data analysis, high energy for multitasking, and decisiveness. Behavior traits like assertiveness and objective judgment were also important.

1. identifying the sourcer DNA
Balazs Paroczay

2. 2Jan 2013

3. 3 May 2013

4. 4 Aug 2013

5. 5 Oct 2013

6. 6 June 2014

7. 7 Feb 2015

8. 8 June 2015

9. 9
Dallas
EMEA
Budapest
where to play

10. 10
qualified
interested
available
how to win

11. 11
sourcing recruiting
sourcing at its best position

12. We need native/close-to-native
language skills...
...we cannot hire only experienced
sourcers/recruiters.
We have to build our own regiment.
ONETWOoo
very first lessons learnt

13. 13
what is not a selection requirement

14. 14
what is not a selection requirement

15. 15
what is not a selection requirement

16. 16
digital connection/„geek”
<3 social media
somewhere to start...
analytical skills
talking
qualifying
consulting
searching
communication
hard working/resilience
sales in the blood
learning
openness/360
responsible
diversity
be very smart
out of the box thinking
social
problem solver

17. 17
digital connection/„geek”
<3 social media
somewhere to start...
analytical skills
talking
qualifying
consulting
searching
communication
hard working/resilience
sales in the blood
learning
openness/360
responsible
diversity
be very smart
out of the box thinking
social
problem solver

18. 18
psychometrical testing

19. 19
psychometrical testing
cognitive skills
behaviour
drivers

20. 20
1
2
3
4
5
6
7
8
9
10
entire Center (#rsrsrc)
top performers
bottom performers
learning index distribution

21. 21
implementing into a sourcing world
1. Check what seems to be a general
sourcing competency
2. Understand where the best of the best
make a significant difference/peaks
3. Look for
similarities in
the bottom
performers’
DNA

22. 22
cognitive capabilities
learning
index
verbal
skill
verbal
reasoning
numeric
abality
numeric
reasoning

23. 23
0%
5%
10%
15%
20%
25%
30%
35%
40%
1
2
3
4
5
6
7
8
9
10
verbal skill (vocabulary)
Extraordinary
great sourcers
seem to speak
less... colorful 


24. 24
0%
5%
10%
15%
20%
25%
30%
35%
40%
1
2
3
4
5
6
7
8
9
10
verbal skill (vocabulary)
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
1
2
3
4
5
6
7
8
9
10
numeric reasoning (analysis)
Extraordinary
great sourcers
seem to speak
less... colorful 

Bottom-end
performers may
struggle more
with data-driven
analysis 


25. 25
behaviour traits
energy level/multitasking
assertiveness
sociability
manageability
attitude/trust
decisiveness
accomodating
independance
objective judgement

26. 26
0
1
2
3
4
5
6
7
8
energy level
assertiveness
sociability
manageability
attitudedecisiveness
accomodating
independance
objective judgement
first look on the average of the nine behaviour traits –
top vs. bottom

27. 27
1
2
3
4
5
6
7
8
9
10
1
2
3
4
5
6
7
8
9
10
energy level (multitasking)
decisiveness
Extraordinary
great sourcers are
faster and can
well multitask 

Bottom-end
performers may
need more time
and info to make
a decision 


28. 28
average is just one measurement – be careful!
Assertiveness
1
2
3
4
5
6
7
8
9
10
Assertiveness gives
a significant sourcing
skill, however, it may
not be the ultimate
differentiator
between top/bottom
performers


29. 29
0
1
2
3
4
5
6
7
8
energy level
assertiveness
sociability
manageability
attitudedecisiveness
accomodating
independance
objective judgement
first look on the average of the nine behaviour traits – all
sourcers

30. 30
skills where you are good to have a wide range – build
diversity!
Manageability
Attitude
Accomodating
Independance
1
2
3
4
5
6
7
8
9
10

31. 31
1
2
3
4
5
6
7
8
9
10
objective judgement – strong middle value is the best!
Most top sourcers
have middle-value
objective judgement
skill 


32. 32
drivers

33. 33
driver mix – all sourcers
0
1
2
3
4
5
6
7
enterprising
financial/administrative
people service
scientific/technical
mechanical
creative

34. 34
0
1
2
3
4
5
6
7
enterprising
financial/administrative
people service
scientific/technical
mechanical
creativecreative
enterprising
people
services
driver mix +top performers

35. 35
0
1
2
3
4
5
6
7
enterprising
financial/administrative
people service
scientific/technical
mechanical
creativecreative
enterprising
people
services
driver mix +bottom performers

36. 36
 High learning capabilities that both require continuous and quick
learning. Top sourcers with high learning will always be on the move to
get new ways to recruit
 Okay vocabulary is more than perfect. You do not need Shakespeares
in this role but the ones that can communicate and negotiate well by
using powerful patterns and simpler expressions
 Very strong data-analysis skill set, feeling comfortable with numbers
and making decisions based on data
 Higher energy level will simultaneously run every portion of the wheel
in the same time and look for and make quick wins
 Strong decisiveness to not be afraid of making quick (and less sure)
decisions
 Middle objectivity will help constantly balance between the candidates’
story and the HMs’ strict requirements
 Most ideally your sourcer have a driver of creativity (approaching
problems in a new and colorful way), enterprising (keeping your
colleagues in the lead who build and request commitment and
dedication to their projects) and people services
sourcer DNA

37. 37
re-fining #rsrsrc recruitment
 Testing built into the regular selection
procedure (early stage)
 Data gathered on 400+ applicants/ employees
 Attrition is <8%
 Helped us build and experience competency-
based graph theory

38. 38
questions?