Sourcing & Recruiting Talent

So people always ask, “What is the difference between recruiting and sourcing”?

Well frankly, they are night and day. Yes, both have the same end goal of finding that “right hire” for your organization. However, they represent two completely different roles and processes in getting to that end goal – and BOTH are vital to the process.

So in the same way that the night and the day comprise a full-cycle 24-hour “calendar day”, sourcing and recruiting comprise an entire full-cycle recruitment effort. They work hand-in-glove together to produce the full outcome.

Let’s explore the sourcing and recruiting essentials.

Sourcing talent is the practice of locating, identifying and compiling a list of potential candidates based on a set criteria. This is the first essential step in a robust overall recruiting campaign. “Sourcing” is the act of locating candidate profiles that meet the very basics of a job description, while keeping the barrier-to-entry relatively relaxed in order to not prematurely eliminate any potential prospects.

“Recruiting” on the other hand is the marketing activity of reaching out to that prepared list, speaking with them, qualifying them, developing the beginnings of a relationship and walking them though the opportunity and ultimately presenting them to the end client.

To use a fishing analogy, there is no purpose in fishing (recruiting) unless you have first identified a pond with fish in it (sourcing)!

Don’t like fishing? Ok, how about this…

To use a bowling analogy; sourcing is “setting up the bowling pins”, and recruiting is “knocking them down”.

Quality sourcing supports successful recruiting

When considering the difference between recruiting and sourcing, it is important to know they are not mutually exclusive, but do work hand in glove. Sourcing activities happen at the front end of the recruitment process. But to wage an effective recruiting campaign, quality sourcing must be done “at scale”. It is vital to start with and create ample candidate volume in order to winnow it down in the recruitment phase to the right group of qualified, targeted candidates, from which you will hire your ideal candidate.

Sourcing done right

Quality talent sourcing does not rely merely on job postings to find candidates.

A professional sourcer does NOT just rely on active candidates (those currently LOOKING for job opportunities and/or currently unemployed).

A professional sourcer searches also for passive candidates, those who are already employed and not actively seeking new jobs. (LinkedIn research indicated that a whopping 89% of all passive candidates are open to new job opportunities presented to them). These passive candidates are typically the most qualified, sought after talent available. However, companies in hiring mode never seemed to have time to pursue this segment – sorcerers do!

Sourcers might also work with lots of cold and warm networks. Sourcers use social media recruiting, research competitors’ employees, and Internet resume solutions.

Sourcing is a vital part of the recruiting process. Without a robust sourcing campaign, the overall recruiting process is greatly diminished. Sourcing-at-scale allows recruiters to then work from a far larger pool of candidates and dramatically increase the percentages of finding that ideal candidate.

Recruiting

Recruiting is the next phase in the process. Recruiters then take over where the sourcing role ends. Recruiters are the “connective tissue” between candidates and clients providing an “agent” function. Ultimately, recruiters make sure clients are satisfied.

Recruiters are also responsible for certain administrative tasks that support the overall process. They post openings on job boards, review applications, conduct screening, coordinate schedules, and handle other client needs.

The Blending of Recruiting and Sourcing

Sourcing and recruiting can each be considered full-time roles. But sometimes those roles can merge depending on the business structure of the recruiting agency.

One person might fulfill both roles. A single recruiter might be searching for passive candidates, while at the same time generating active candidates from a job board postings.

The recruiter will then assess all candidates and choose the best ones to submit to the client. Here again, there is yet another role in the process, the “client account manager”. This is the person who handles the client, and takes the product of the recruiting effort and presents the candidates to the client. For large firms, all of these important roles and functions are broken out into full-time roles. At a very small agencies, these roles and function may be performed by one person. It all depends on placing the right amount of resources on the campaign to get the job done.

These days, the sourcing, recruiting and client management job is more and more demanding. Technology has played an important role to be sure and has helped to reach more candidates effectively, however, recruiting will always be a people business that requires human connection and interaction.