Sourcing involves identifying potential candidates that fit a target job profile through various methods, while recruiting involves managing relationships with candidates and guiding them through the hiring process. Sourcing provides recruiting with qualified leads without which recruiting cannot occur. The two functions are interdependent and occur at different stages, with sourcing identifying candidates and recruiting facilitating their interest and hiring. An effective sourcer evaluates job demands, chooses candidate sources, and creates engaging job ads to attract candidates, while an effective recruiter keeps candidates interested and facilitates their hiring.
Employzee Consultancy is a professionally managed Manpower & Recruitment Consultancy in Rajkot, engaged in providing recruitment solutions. We render Executive Search, Recruitment Service, Bulk Hiring, Campus Hiring, Permanent Hiring, Staffing Solution, Training & Development and Human Resource Development for diverse industries. Our core competency lies in rendering Executive search especially in the recruitment of Senior Management Professional.
Employzee Consultancy is a professionally managed Manpower & Recruitment Consultancy in Rajkot, engaged in providing recruitment solutions. We render Executive Search, Recruitment Service, Bulk Hiring, Campus Hiring, Permanent Hiring, Staffing Solution, Training & Development and Human Resource Development for diverse industries. Our core competency lies in rendering Executive search especially in the recruitment of Senior Management Professional.
R to the p how to engage with recruitersEjemen Okojie
Have you ever wondered what it takes to get the right next role or better still to find the right talent DNA that fits your organization's reality. Recruiters are much loved and hated - however remain a crucial link between demand and supply of talent.
R to the P is a simply formula to raise your game and get the results you have been searching for in your next career adventure and for your enterprise -that bright spark to drive business results.
Let me know what you think
Recruitment is a process of finding and attracting the potential resources for filling up the vacant positions in an organization. It sources the candidates with the abilities and attitude, which are required for achieving the objectives of an organization.
R to the p how to engage with recruitersEjemen Okojie
Have you ever wondered what it takes to get the right next role or better still to find the right talent DNA that fits your organization's reality. Recruiters are much loved and hated - however remain a crucial link between demand and supply of talent.
R to the P is a simply formula to raise your game and get the results you have been searching for in your next career adventure and for your enterprise -that bright spark to drive business results.
Let me know what you think
Recruitment is a process of finding and attracting the potential resources for filling up the vacant positions in an organization. It sources the candidates with the abilities and attitude, which are required for achieving the objectives of an organization.
Full cycle recruitment, or full life-cycle recruiting, is the process a recruiter uses when placing a candidate. The process begins when the job order is taken and ends after the new hire begins his new position. More companies are requiring full cycle recruiting as it lowers turnover and reduces the cost of hires.
Recruiters employed by a staffing company may include client acquisition in the recruiting life cycle, while recruiters working in a human resource department typically begin the life cycle when writing a job description.
By Definition: The capacity for recognizing our own feelings and needs and those of others in order to manage and motivate ourselves and manage our relationships with others
In the tech world, working virtually is common! And how HR manages a group of individuals who work together from different geographic locations and rely on communication technology.
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Speaker: Erin Patchell
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SnapJob is revolutionizing the way people connect with work opportunities and find talented professionals for their projects. Find temporary part-time jobs that fit your schedule and skills. Browse our listings and apply online today to secure flexible work opportunities that offer the perfect balance between career and personal life.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
1. HOW SOURCING DIFFERS FROM RECRUITING
Picture Credit:cmswebsiteserveservices.com
Presented by Suma H Venkatagiri
2. SOURCING AND RECRUITING
WITHOUT SOURCING
THERE IS NO RECRUITING.
AFTER ALL YOU CAN’T
QUALIFY CANDIDATES
WITHOUT THE LEADS .
- JONATHAN BUZELAN
3. SOURCING
There are limitless boundaries in Talent Acquisition.
Sourcing is an act of
identifying prospect
candidates who fit a
target profile
A Sourcer is a
Hunter
A Sourcer creates interest
and drives talent to the
organisation
The process of identifying a viable candidate for a job position by all mode.
4. RECRUITING
Sourcing and recruiting occurs in different stages of the hiring
process, but sourcing and recruiting are highly dependent on each
other
Recruiter is a main point of
contact during different level
of hiring process and after
being hired before
onboarding.
Recruiters manage the
relationships, guide the
candidates and the hiring
manager
A Recruiter manages
through the process of
screening, selection
and hiring.
The process of nurturing candidate interest in a job opportunity and facilitating
this candidate’s interest to the point of hiring process.
5. SOURCING A GREAT CANDIDATE
EVALUATE THE
DEMAND OF
THE JOB
Qualities that
you want in your
candidate to fill
the position
> Evaluate the job
description
CHOOSE
CANDIDATE
SOURCE BASED ON
THE JOB
> Choose the
candidates based on
demand of the job
> Example: Investing in
subscriptions to tech-
specific job boards
when sourcing
candidates for a
software engineer role.
CREATING
CAPTIVATING
JOB ADS
> Helps in attracting
more candidates
> Helps you build
candidate interest
from the beginning
and making it easier
to recruit top
candidates .
BUILD YOUR
EMPLOYER BRAND
> Promoting your
brand is very
important as all
candidates look for
current employees
opinion
> Attract prospective
candidates by
mentioning about the
benefits and
opportunity to grow in
the company.
6. RECRUITING PROCESS
CREATE INTEREST IN
THE TOP CANDIDATES
• Never let candidates get lost
in the hiring process. Keep
them engaged with interesting
facts about the company
• Top candidates will have
other options, keeping them
occupied is very important
RETAIN
CANDIDATES
INTEREST
• Candidates interest by
asking them about their
employment desires and
career goals
• Always keep them
occupied
NEGOTIATE WITH
CANDIDATES
• Do not lose top candidates
with highly skills to save
salary
• Provide them with stock
options, more time off and
flexibility in working
environment, more
opportunities to be part of
the company decision
making, but keeping the limit
to recruiting budget allotted
for the job positions .
PRESENT YOUR
OFFER
• Present the offer soon
after the decision is made
from the required parties.
Never delay in sending an
offer to the candidate
• Send the final offer with
changes after negotiation.
ENSURE SMOOTH
TRANSITION AND
ONBOARDING
EXPERIENCE
• Final step in recruiting is to
ensure smooth transition
• Well prepared on boarding
experience
• Accommodating schedules
and obligations of new hire
to start the job
7. SOURCING & RECRUITING
Sourcing is now considered as an integral part of
Recruiting process.
A good Sourcer will not only spend time on working in to bring large
pool of candidates, but understands which outputs yield the highest
value by conducting following tasks:
• Direct calls to candidates
• Networking through business-related groups
• Search speciality and/or niche job boards
• Posting and engaging on social media job postings
• Accessing corporate alumni associations
• Mentoring programs within the company in different verticals