How can you tell if a recruiter/sourcer is as good as they claim?
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How are you determining your Recruiters and Sourcers are fulfilling their learning needs? Quality training starts with an evaluation of the team, its strengths and weaknesses, and a comparison of the team’s performance actively benchmarked against current industry or internal performance metrics. Without defining success and comparing it to external yardsticks, understanding the true performance of the team or individual is impossible. Access the video recording for this webinar at https://resources.rpoassociation.org/how-can-you-find-out-if-a-sourcer-is-as-good-as-they-claim
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How can you tell if a recruiter/sourcer is as good as they claim?
- 1. 1 HOW TO TELL IF A SOURCER IS AS GOOD AS THEY CLAIM How to Tell if a Sourcer- Recruiter is as Good as They Claim NOVEMBER 2021 TALENT STRATEGY & ACQUISITION WEBINAR
- 2. 2 HOW TO TELL IF A SOURCER IS AS GOOD AS THEY CLAIM With You Today Aspirant Talent Leaders Patty Silbert Executive Vice President, Talent Strategy & Acquisition Practice Shally Steckerl Director, PowerSourcing® ‒ Employment Branding ‒ Talent Attraction Strategies ‒ Recruitment Marketing ‒ Talent Acquisition Process Redesign ‒ Client Relationship Management ‒ Resource Management ‒ Metrics and Reporting ‒ Industry knowledge of IT, Engineering, Financial Services, Automotive, Healthcare, Technology ‒ Talent Strategy ‒ Talent Recruitment and Sourcing ‒ Actionable Sourcing Metrics and Organizational Models ‒ Global Search Engine Commands and Syntax
- 3. 3 HOW TO TELL IF A SOURCER IS AS GOOD AS THEY CLAIM Agenda ‒ The Sourcing and Recruiting Definition ‒ The Selection Process ‒ Why are Sourcers Different? ‒ Conducting an Effective Interview ‒ What to Measure ‒ Training & Development ‒ The Assessment
- 4. 4 HOW TO TELL IF A SOURCER IS AS GOOD AS THEY CLAIM Talent Sourcing is… The specialized discipline of identifying and engaging proactively with passive talent not found via traditional means. —SHALLY STECKERL, THE SOURCING METHOD
- 5. 5 HOW TO TELL IF A SOURCER IS AS GOOD AS THEY CLAIM Sourcers & Recruiters Are Different Different jobs require different metrics ‒ Not all requisitions/positions are the same ‒ Not all roles have sufficient inbound candidate flow ‒ Recruiters are business partners and/or advisors ‒ Sourcers are specialists RECRUITERS Hires resulting from an established pipeline and other traditional channels SOURCERS Finding and engaging each prospects for now and later
- 6. 6 HOW TO TELL IF A SOURCER IS AS GOOD AS THEY CLAIM The Selection Process ‒ Using traditional interview questions doesn’t work ‒ Technical and competency-based interviewing techniques are required ‒ Sample tests are especially reliable ‒ Pre-defined criteria on which each candidate is rated during the selection process leads to better outcomes
- 7. 7 HOW TO TELL IF A SOURCER IS AS GOOD AS THEY CLAIM Conducting an Effective Interview TECHNICAL BEHAVIORAL EXPERIENCE ‒ Develop your scorecard ‒ Actively test their sourcing skills ‒ Specific interview questions related to: • Desired Behaviors • Technical Ability • Independence • Business Acumen • Creativity • Curiosity • Focus
- 8. 8 HOW TO TELL IF A SOURCER IS AS GOOD AS THEY CLAIM Why Do We Need Sourcers… ‒ Techniques are constantly evolving ‒ 1:Many Ratio ‒ Sourcers fill pipelines ‒ The internet is vast If we have recruiters?
- 9. 9 HOW TO TELL IF A SOURCER IS AS GOOD AS THEY CLAIM Measuring Sourcers What to Track Most importantly: understand what they do ‒ If you understand what they do, then you can then more clearly understand what needs to be accomplished Sourcers can track activity to provide clear bottom-line data ‒ What methods they utilize ‒ Where they spend their time ‒ Where you should spend your budget ‒ When to pitch in (what roles and when)
- 10. 10 HOW TO TELL IF A SOURCER IS AS GOOD AS THEY CLAIM Importance of Lead Nurturing 1 Hire Goal:
- 11. 11 HOW TO TELL IF A SOURCER IS AS GOOD AS THEY CLAIM Importance of Lead Nurturing 1 Hire Goal: 1 Hire 20% 5 Qualified Candidates 50% 10 Interested Candidates 40% 25 Connections with Recruiters 25% 100 Candidates to Pursue 50% 200 Potential Candidates Aim for ~200 leads needed to fill each role
- 12. 12 HOW TO TELL IF A SOURCER IS AS GOOD AS THEY CLAIM Training & Development ‒ Training should be customized for each role ‒ Ongoing assessment of your existing team helps to establish a benchmark for future ‒ Comparing your team to the industry ‒ The path of least resistance is the same path everyone else takes – stay off the beaten path to discover new/ different talent.
- 13. 13 HOW TO TELL IF A SOURCER IS AS GOOD AS THEY CLAIM Five Reasons Why Leaders Avoid Training Lack of budget 1 Unable to accurately pinpoint skill gaps 2 Hard to distinguish who needs what training 3 No way to measure the effectiveness of training outcomes 4 Skill development requires an ongoing commitment; not a one-and-done activity 5
- 14. 14 HOW TO TELL IF A SOURCER IS AS GOOD AS THEY CLAIM Live Demo of Recruiter Assessment ‒ Demo of types of questions asked ‒ Show the individual report view ‒ Show the team report view ‒ Highlight the recommendations produced
- 15. 15 HOW TO TELL IF A SOURCER IS AS GOOD AS THEY CLAIM Patty Silbert Executive Vice President, Talent Strategy & Acquisition Practice patty.silbert@aspirant.com 412.860.4219 Shally Steckerl Director, PowerSourcing® shally.steckerl@aspirant.com 678.575.6960 THANK YOU!