This document provides guidance to recruiters on embracing sourcing. It discusses the importance of having a clear strategy and being prepared when meeting with hiring managers. It also outlines various sourcing methods like online research, professional associations, alumni networks, and social media. Recruiters are encouraged to qualify and convert leads into activated candidates. The document aims to give recruiters the tools needed to effectively source talent.

1. ‫‪Give Your Recruiters the Tools‬‬
‫‪They Need to Embrace Sourcing‬‬
‫תנו למגייסות (ולמגייסים) את הכלים שהן‬
‫צריכות כדי לאמץ את תחום הסורסינג‬

2. If you don’t have time to source, you’re not doing it right!

3. Systems and Process

4. Requirement Intelligence
Gathering Gathering
Recruitment Internet
Marketing Sourcing
Job Telephone
Advertising Sourcing
Converting Converting
Respondents Suspects
© Arbita, Inc.

5.  Ask WHY? Define your strategy, tactics and operations
 Are they really ready to hire or are you wasting time?
 Prepare! You are the authority, do your research
before meeting with the hiring manager, show value
 Come up with alternate keywords, job titles, company
names and other suggestions
 At the meeting set timelines, begin managing
expectations
 What “else” would be valuable to know?
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6.  Convert them, establish communication
 Build rapport, turn leads into contacts
 Job Advertisement Distribution ensures
accurate posting and minimizes waste
 Goal:
 Qualify based on the job req, assess interest
 Unqualified/uninterested? Develop referrals!
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7.  Identify “cold” leads outside the organization’s
traditional recruitment systems
 Hundreds of research methods, job boards,
leads databases, purchased lists, Internet
research and telephone sourcing
 Sometimes leads are but a name, email, bio,
home page, or profile
 The goal is to obtain information about
someone with a relevant background or skill
who may become a candidate
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8.  Two-way conversation: email, phone, social media
 If qualified and interested they become an “activated
candidate” and enter the application process
 Outbound recruitment or “sourcing” ends here
 Traditional inbound recruitment process begins
 Sourcers sometimes handle initial phone screening
 Hand-off to recruiter typically occurs here
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9. Deep Web
Search Engines
Social Networks
Job Boards
ATS
Inbox

10. Every recruiter can benefit from these

11.  Increased online
presence elevates your
brand and grows your
network
 Participate and engage
with prospects on
others’ Facebook
pages, LinkedIn
Groups, Twitter
accounts and Blogs

12.  Online communities
allow members access
to each other via email
or other contact
information. Make direct
and reciprocal contact
with specific individuals
of interest

13.  Online activity results in
favorable organic ranking
by search engines,
driving traffic to you and
reducing advertising
budget
 Save on staffing firms and
job boards by proactively
and continuously soliciting
referrals from online
contacts

14.  The Internet is replete
with “word on the street”
 Gain industry buzz,
competitive intelligence
on where the talent pool
is headed, the types and
availability of talent
communities, “who’s
who” in the sector, act as
a company and
competitor reputation
meter

15. What to bring to the intake meeting and what to take from it

16.  Names of competitor or similar companies
 Alternative job titles from above
 Synonyms to the keywords in the requisition
 Niche community websites, job boards or career sites
 List of possibly relevant organizations, associations,
certification, standards or consortiums
 Similar positions previously filled
 Backgrounds of successful placements (resumes or bios)
 Suggestions on relevant technologies, niches,
applications, product categories
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17.  Profile of an ideal candidate
 Specific prospect qualification questions
 Validation of keywords, competitors or similar companies, job titles,
jargon, associations, conference, etc.
 “Absolute Must Have" keywords that if absent will eliminate candidate
 Preferred or "Nice to Have" keywords that would elevate a candidate
to the top of the list
 Names of Vendors /Partners, and companies that are off-limits
 Tools, industry terms, buzz words, jargon used by target candidates
 Names of members of the interview panel
 Individuals they recommend to contact, or NOT to contact
 If we bring you the perfect candidate, are you ready to hire now?
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19. 1. Traditional Job Postings and Job Board Resumes
2. Resumes from Search Engines (Google, Bing, etc.)
3. Resumes from company’s ATS and/or CRM
4. Recruitment Marketing (SEO/SEM, direct ads, mobile)
5. Deep Web Research (direct sourcing)
6. Professional Associations, Conferences, Non-profit Orgs
7. University and Corporate Alumni Organizations
8. Specialized Leads Databases (Zoominfo, Jigsaw, etc.)
9. Diversity Communities and Affinity Groups
10. Online Communities (mailing lists, user groups, forums)
11. Online Social Networks (LinkedIn, Facebook, Twitter, Ning)
12. Other Social Media (Blogs, Microblogs)
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20. STAGE GOAL KEY FOCUS ON…
8 Advantage Pipeline Launching Programs
7 Culture Collaboration Establishing Policies
6 Synergy Engagement Forming Partnerships
5 Value Enthusiasm Managing Expectations
4 Efficiency Productivity Improving Systems
3 Cost Capacity Increasing Abilities
2 Time Energy Refining Procedures
1 Quality Effort Standardizing Practices

21. Next steps…
 Tons more free learning at The Sourcer’s Desk
 Follow @Arbitainc and @Shally on Twitter
 Join Arbita on LinkedIn and Facebook
 Email us your questions!