Why Should Talent Acquisition Managers Hire Sourcers and Recruiters?
The process through which corporations seek, track, and interview job candidates and train new employees is called talent acquisition. A talent source looks for and finds suitable candidates. They do this by employing a variety of proactive recruiting tactics.
Sources seek applicants who are both active and passive. The human resources (HR) department is normally in charge of this.
What Is the Significance of Talent Acquisition?
Finding and employing the right people is a critical component of an organization’s business plan and directly impacts the company’s future performance. A company’s productivity, decision-making, and ambition will suffer if it doesn’t hire the right people. In a competitive market, these factors make it difficult for a company to remain steady.
The most efficient strategy to maintain your company’s talent needs is to build a pipeline of candidates. You can use sourcing to connect with potential candidates before a need arises. This is extremely useful when you consider that hiring a new employee can take anywhere from a week to several months.
“Hiring is the most important people function you have, and most of us aren’t as good at it as we think. Refocusing your resources on hiring better will have a higher return than almost any training program you can develop.” – Laszlo Bock, Co-founder, and CEO of Humu and Author of Work Rules
Why Recruitment Is An Important Part For Any Business?
Recruitment refers to hiring new candidates in a company or firm. This is a significant part of any business because performing business activities for growth highly depends on recruiters and engaged employees.
However, if a firm has an efficient and capable recruiter, it can ensure better outcomes for the business. Great recruiting has a domino effect that leads to higher productivity as well.
Secondly, it also boasts strong relationships among employees and hiring managers. This can lead to an effective and peaceful workplace where one enjoys working with a higher level of motivation.
Effective recruitment skills will eventually result in a business’s growth, taking its popularity to a peak. Therefore, hiring recruiters makes a vital difference in a business’s growth as the recruiter will know how and what strategies to apply while hiring process and who is the best fit for the company. In short, select the right candidate for a specific job, then you’re sure to see positive results in the business’s overall performance.
Why Should Talent Acquisition Managers Hire Sourcers and Recruiters?
Sourcing has gradually established itself as one of the most important aspects of personnel management.
Regularly, you’re likely to hear the term “talent scarcity,” which refers to the claim that there aren’t enough talented individuals to satisfy demands. However, even the most experienced talent acquisition team does not believe in this perspective.
They know that plenty of skilled people are available; many are just working elsewhere. And the vast majority of them would consider a job change if the opportunity presented itself.
Sourcing has swiftly established itself as one of the most important aspects of personnel management. Find out why sourcing is so critical for every human resources team.
We’ll start with some stats because data is increasingly vital in talent acquisition. We guess that they correspond to your experience:
- CEOs and other C-Suite executives’ top worry in 2019 was attracting talent. This is partly because 83% of TA experts had difficulty finding acceptable applicants. Across the board, more than a third of them reported a drop in candidate quality.
- According to HR managers, 42% of resumes they receive are from individuals who do not fulfill the job requirements.
- 86% of the best-qualified candidates for an open position are currently employed and not looking for a new job.
- Even if they aren’t actively hunting for work, 90% of global professionals are open to new prospects.
Some Other Benefits
These data points, taken together, show why sourcing is critical in both recruitment and talent management. According to the Gem poll, they explain why over 58% of TA professionals have dedicated sourcers on their talent teams. The following is for the other 42% of organizations without a process for aggressively recruiting passive talent.
We all know that the economy—record-low unemployment rates and a candidate-driven job market—has a significant impact on the TA sector. Daily, you’re likely to hear “talent scarcity,” which refers to the claim that there aren’t enough talented individuals to meet demand.
However, the most experienced talent acquisition teams do not subscribe to this viewpoint. They know that plenty of skilled workers are available; many are just working elsewhere. And the vast majority of them would consider a job shift if the opportunity presented itself.
That’s why, even though they’re overwhelmed with applications, Apple, Google, and Amazon have teams of specialized sources.
Consider the following scenario: Passive recruitment methods help you build a candidate pool of the greatest possible talent, which includes your internal talent pool, referral pool, and active pool. However, looking for talent that isn’t “accessible” expands the pool significantly.
Of course, this isn’t to say that active candidates aren’t qualified; there’s plenty of exceptional talent out there looking for the correct job description to apply to. You’re selling yourself short if you limit yourself to active talent. A TA method that examines both active and passive candidates is ideal. You’ll find the best talent rather than just the best available talent this way.
What Is the Difference Between Sourcing and Recruiting?
Rather than being a separate operation from recruitment, sourcing is a subset of it. If your company hasn’t made sourcing people a specialist function, it should at the very least identify the differences between sourcing and recruitment. Sourcers and recruiters have different KPIs, techniques, and additional skill requirements. The sourcer’s responsibilities include, among other things, the following activities:
- Using public databases such as LinkedIn, online communities, social media profiles, competitive companies, and other sources to find competent candidates.
- This necessitates a basic understanding of search strings and data mining.
- Identifying potential individuals who meet a set of criteria. This necessitates a comprehensive picture of the organization, a thorough awareness of the sector in which it operates, and an appreciation of how current internal talent stacks up against market supply.
- Using various forms of outreach and long-term nurture campaigns to generate interest in available positions or the organization and ultimately persuade talent to apply. Here, engagement, relationship-building, and a strong feeling of the company’s brand are crucial.
To determine who qualified, phone screens and prospect assessments were performed. (The most acceptable sources know everything there is to know about the positions they’re looking to fill.) In this sense, sources are highly taken as the SDRs of recruiting.
Candidates who would not have applied on their own must identify, engage, qualify, and submit to the process. For some sources, the journey is complete once the recruiter has received enough qualified candidates to fill the pipeline. In other circumstances, sourcing is never “complete,” and the pipeline is never “sufficiently packed.”
The idea is to maintain a steady supply of talent so that when the next position arises, it is quickly filled with the people you’ve been grooming.
On the other hand, recruiters post jobs, review resumes and applications, schedule interviews, conduct reference checks, create a candidate profile in the company’s ATS, make formal employment offers, and generally manage connections for a hiring manager. Recruiters must keep up with current employment laws and regulations.
They must be able to negotiate salaries and “sell” benefits. They take the pipeline the source has filled and work their way through it until all the roles are filled. Whether or not you consider them distinct roles (and there are excellent arguments for both), they are different activities.
What Are Some of the Advantages of Talent Sourcing?
Setting aside time and money to fill pipelines with hireable talent is time-consuming but worthwhile. There are numerous advantages to employing passive talent (or non-applicants, as the case may be). One of the main reasons sourcing is so crucial is because passive talent will not come to you. Here are some of the things that sourcing may help with:
It Raises The Standard of Hiring
Sourcing necessitates devoting more time to defining your ideal candidate than you might otherwise. You’ll gain a more excellent knowledge of the function and what “success” looks like in it as you do so. Your search keywords will be more effective if you have a better understanding leads to an improvement in hiring quality.
But there’s more:
- You have complete control over the quality of your candidates. While job ads cannot guarantee eligible candidates, sourcing allows you to design queries to find only candidates with the proper skills and expertise, live in the right location, are likely swayed by the average salary given, and whatever other criteria you specify.
- Passive employees are 120% more likely than active employees to make an impact. They’re also 33% more inclined to seek out challenging work. In the end, this means that passive talent is less likely to cause a turnover. Given the high recruitment and onboarding costs, loyalty and retention are critical components of your employment strategy.
- Skill development is 17% less likely for passive talent. Passive talent is more likely to be up-to-date with technologies and industry advances because they are currently employed. You’ll spend less time measuring their familiarity with key processes and technology and catching them up to speed because they’ve already proven themselves in a similar work setting.
- The motivations of passive talent are clear. Because passive talent isn’t in a rush to obtain a new job (they already have one), they’re less inclined to exaggerate their talents or experience. Exaggeration and embellishment are typical applications, but passive talent has little to gain from this tactic.
You’ve contacted them; you have already impressed; they don’t need to lie to sway you. They’ll be open and honest about what they can provide and what they ask in return. It’s a partnership built on mutual trust.
Hire a Talent Sourcer or Recruiter Today
If you want a good talent lead generation, you’ll want to hire the right talent source. Whether you’re hiring software developers, creative professionals, or other recruiters, Recruiter.com can help you.
We have the recruiting solutions that you need to take our business to the next level. Whether it’s sourcing software, recruiters on demand, or niche career communities, we have you covered.
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