This document discusses the evolution of sourcing from recruiters to specialized sourcing teams and the importance of a sourcing model. It emphasizes the need to manage sourcing efforts by aligning them, finding the right people, funding the plan, managing change, and using technology. Key points include tying team sizes to workloads, setting success metrics, focusing on continuous training, and implementing an end-to-end talent management system using various tools and technologies.

2. First there were Recruiters --- and it was good
Then Recruiter learned of this thing called the Internet
Search was Ready of an Evolution
Recruiter honed his/her skills – they became proficient at the Boolean and became Masters
of the Hunt (for candidates)
Recruiter engaged with Potential Talent – learned their ways and their environments.
Sourcer was Born – and along with it Sourcing Teams.

3. #SourceCon #Empowerresults

4. Things to Cover
• Why a Sourcing Model?
• Manage the Effort
• Align the Effort
• Find the Right People
• Fund Your Plan
• Manage the Change
• Technology

5. Why A Sourcing Model?

6. SOURCING IS A FOUNDATION OF
TALENT ACQUISITION
RecruitmentDelivery
RecruitmentOperations
TalentTechnologies

7. A Simplified
Recruitment Process
Map
• The National Average (US) for Time to Fill is currently at 25
days.
• 60% of companies surveyed said that they spent between
10-20 hours Sourcing Talent.
• Only 4% of companies surveyed indicated they were happy
with their Sourcing efforts.
HOW DO YOU DELIVER EXCELLENT RESULTS WITHOUT
SOURCING SPECIALIZATION?

8. Comparison
The Comparison of Sourcing vs. Recruiting Core Skill
Sets are like comparing Apples to Android.
To better Scale
We took Specialization One Step Further
Strategic
Sourcing
Pipeline
Sourcing
Research &
Resume
Mining
Sourcing

9. Managing the Effort

10. Capacity to Scale
“When you stop chasing the wrong things…..
You give a chance for the right things to catch you” -
Anonymous
No Sourcing Organization can Scale to meet the
demands of your clients if you are working on the
“wrong” requirements.
In our estimation any given organization has
approx 40-52% of requsitions that are either a)
filled internally or b) cancelled or put on hold.
If you are expending effort on those requisitions
you are losing the efficiency game….

11. Build Your Decision Tree
Line of
Business
Grade
Level
History
Candidate
flow after
X days

12. Tie Volumes to Team Size
Most Sourcers can work a
maximum of 10 Requirements at
a time.
Tying your team size to a
Recruiter:Sourcer ratio is not
scalable or sustainable.
In our experience the best
practice is to Resource to the
expected Workload.
1:10

13. Metrics for Success
“Accept Responsibility for your Actions.
Be Accountable for your Results.
Take Ownership of your Mistakes” – LivingFearlessly.com
We felt it was important to assign Sourcing
Metrics for organizational success aligned to
individual roles/responsibilities in the team
and then equally important to give each
Sourcer ownership and ongoing visibility into
their own metrics.
Quantity
Quality
Speed
Data
Integrity
Effort

14. Aligning the Effort

15. The Ideal Alignment
…..but is it realistic?
Or does it almost always look more like this?
Sourcer Recruiter

16. ….with multiple reporting and client needs this model can be
overly labor intensive and makes it impossible to organize and
effectively manage the effort. As well it’s very
communication intensive.
Sourcer
Recruiter
Recruiter
Recruiter
Recruiter
Recruiter

17. Our Best Practice Alignment
Sourcer
Line of Business
Recruiters

18. …but sometimes this makes more
sense
Recruiter
Sourcers

19. Find the Right People

20. What Makes a Good Sourcer?
LIFT &
SHIFT

21. What Makes a Good Sourcer?
Sourcing
Excellence
Hunter
Personality
Creative
Out of the
Box
Never Give
Up -
Motivated
Excellent
Consultant
Strong
Data
Integrity
Exceptional
Technology
Skills
Strong
Internet
Research
Cold Calling
Guru
Networker

22. Fund Your Plan

23. Training
Technologies
Resources
Success
From a high level perspective the main buckets of funding for a successful, responsive
and scalable sourcing team are: Resources, Technologies/Tools and Training. Without all
these components your risk of failure increases.

24. Fund your Priorities

25. Measure the Outcomes
Tools
Costs
FTE/Staff
Costs
# Positions
Supported
# Candidates
Submitted
# Sourcing
Hires
=

26. Manage the Change

27. Over Communicate the Change
Town Halls Email
Communication
Training
Reinforcement

28. Focus on Training
(level up your skills)
Reinforce
the
Learning
Global
Team
Training
Skills Gap
Training
Plan
Local
Team
Training
A continuous learning and training program is
vital to the success of the Aon RPO Sourcing
group. Technologies and Tools and Techniques
change every week, without continuous
learning Sourcing teams run the risk of falling
behind.

29. Put the Right Tools/Technologies in
Place

31. Technology
END TO END MANAGEMENT
Across all People, Process &
Technology
Talent & Social Sites
SEO & SEM Strategy
Diversity & Military
(Driving Candidates)
Candidate Relationship
Management System
(Integrating all candidate touch points)
Talent Engagement Portal
Talent Communities
Career Portal
Mobile
Traditional
Applicant
Tracking
System
Foundation

33. #SourceCon #Empowerresults