What does a talent sourcer do?

This is where the adventure of finding hidden candidates begins - professionals who are not actively searching, but are the right match for your organization. Wondering how a Talent Sourcer can transform your recruitment process? Read on.

What is talent sourcing and why is it crucial?

Recruitment has long since ceased to be about just posting a job posting and waiting. In today's market, finding talent is like searching for treasure: the valuable pearls are often well hidden. Talent sourcing is the targeted sleuthing behind the scenes that finds those pearls.

Why is this important? Because 75% of professionals are passively on the job market. So with traditional methods, you are missing out on a huge potential.

Traditional recruitment versus talent sourcing

Imagine recruitment as fishing.

• Traditional recruitment is like casting a big net into a crowded pond: you catch a lot, but not always what you're looking for.
• Talent sourcing is a spear fisherman who knows exactly where the best fish are swimming.

With sourcing, you go beyond just posting a job opening. You actively focus on finding the right candidates, wherever they are.

The challenges of traditional recruitment channels

Job boards and LinkedIn are often the starting point, but they have their limitations:

• Overflowing ponds: Your vacancy disappears among hundreds of others.
• Irrelevant responses: Candidates are not a good fit for the role.
• Scarce profiles: The best candidates already have jobs and do not respond to standard recruitment methods.

Result: Longer time to hire, higher costs, and frustration.

The Role of a Talent Sourcer Explained

A Talent Sourcer is like a detective in the recruiting process. While a recruiter focuses on handling applications and the selection process, a sourcer actively searches for candidates who do not apply. Their focus:

1. Research: Using data, tools and networking, they identify the best candidates.
2. Outreach: They approach candidates through social media, emails or even creative direct messaging.

Compare it to soccer: the sourcer is the scout who discovers talents; the recruiter is the coach who deploys them.

How talent sourcing solves your recruiting challenges

Passive candidates are key.
These are professionals who are not actively searching, but are open to the right opportunity. Talent sourcers know how to find and activate this target group.

With techniques such as Boolean searches, AI tools and direct approaches, sourcers can reach talents that would normally remain invisible.

Success stories of talent sourcing

Take an example: a logistics company was looking for an experienced supply chain specialist - a scarce profile. Thanks to talent sourcing, a candidate was found within two weeks who not only had the technical skills, but also fit perfectly into the company culture. Result: 50% shorter time-to-hire and higher customer satisfaction.

When do you engage a Talent Sourcer?

Unsure if sourcing is the right solution for your organization? Here are signs that you need a sourcer:

• Long vacancies.
• Insufficient responses from suitable candidates.
• High cost per hire due to ineffective channels.

A Talent Sourcer makes a direct impact on speed, quality and cost.

How do you recognize a good Talent Sourcer?

A top sourcer has:

• Creativity: To find unique ways to approach candidates.
• Data skills: For analyzing trends and profiles.
• Power of communication: To build trust with candidates.

What can you do to get the most out of a Talent Sourcer?

The success of sourcing also depends on you as the hiring manager:

• Clear briefings: Provide insight into what you are really looking for.
• Open collaboration: Be open to suggestions and insights from the sourcer.

Together you can form a team that makes an impact.

Meet your Talent Sourcer

At People&, we understand that finding talent is not always easy. Our Talent Sourcers combine strategy, technology and human connection to make a difference. Let's schedule a conversation and discover how we can strengthen your recruitment.