SoftServe. Sourcing

About me
Talent Sourcer Lead
Dedicated Recruiter for the Center of Excellence (Big Data, Data Science Groups)
Previously HR Generalist, BA, TSL

Sourcing and sourcers
Sourcers Vs Recruiters
Sourcer’s cooperation with Recruiters
Linkedin account creation – examples (good-bad)

Sourcing and Soucers
Sourcing is the process of choosing or procuring information technology resources from a party outside of the organization
Recruitment Researcher Assists the recruit team in identifying suitable candidates, makes initial contact with candidates, qualifies their motivations, salary expectations, work location preferences
Sourcers perform an essential function in the recruitment process, using tools such as string searches and data mining to identify qualified candidates who have not actively applied for a position with the company.
Sourcer: “I can find anything about anyone online”

Why Sourcing?
INNOVATION
HUMAN EXPERIENCES
Information search
Sourcer can quickly find and information using networking sites, Internet to build a strategy to find candidates
About 70% of IT Companies don’t have sourcers, but there is a huge demand
Skill not just to find candidates using known sources but understanding when to switch to other ones.
Important to analyze the market, know the IT community, be able to build a communication with a potential candidate
New
Excellent Skill
Analysis

Sourcing helps:
Make it easier to find candidates
Make the conversion funnel bigger
Let work with candidates that don’t want to change job but could in the future
Strategically solve a problem with sources
Analyze the market to find relevant candidates
Using paid and free canals efficiently
So

Advantages of being a sourcer:
Big quantity of vacancies – big quantity of candidates
No negotiations with hiring managers
No posting vacancies
No time-consuming activities
Knowledge of competencies
Deep dive in IT market

Sourcers Vs Recruiters
Key requirements
Make a list of sources
Add tools and plugins that can help
Prioritize the list of sources and tools to find more relevant candidates first
Start from making narrow request, continue with wider
Always analyze the result
Sourcer:г
Identifying qualified candidate profiles by using various sourcing techniques (e.g. Boolean search) and attracting relevant professionals
Interaction with potential candidates through creative messages on social media and professional networks
Development of talent pipelines for future hiring needs and maintaining candidates' databases
Asking for referrals from current employees and external networks
Active participation in professional events and sourcing campaigns
Evaluation of the candidates if they meet the position requirements
Organizing and conducting HR, Technical, Project, Client Interviews
Maintaining all interview outcomes data in the HR DB
Providing candidates with feedback after each interview
Conducting regular follow-up meetings with vacancy requestor to determine the effectiveness of recruiting up to date
the result
Recruiter:г

Sourcers + Recruiters
Best Practices in working with cooperation with Recruiters
Why there is a huge potential for Sourcers
Process flow in the cooperation with Recruiters and Lead

Cooperation with Recruiters flow

Sourcing Strategy
Gathering key requirements
Making a list of sources
Add tools and plugins that can help
Prioritize the list of sources and tools to find more relevant candidates first
Start from making narrow request, continue with wider
TRANSFORM

Home Work