Talent Sourcer vs Recruiter: Overlapping or Collaborative?

Lots of people think that the career progression of talent sourcer is one whose primary goal would be a promotion into a recruiter role. But the truth can't be further than that.

Targeted marketing to potential talent is what is meant by talent sourcing. The talent sourcer is in charge of attracting talent to an organization as well as generating interest in it. This indicates that talent sourcers are interacting with potential employees whom aren't actively wanting to leave their existing jobs. It's all about developing connections and creating a large pool of qualified candidates. According to the talent market, the best prospects in their area are content with their current positions, and talent sourcing is essential in unearthing these people in a way that recruiting lacks the capacity to achieve.

Talent sourcers create anticipation for the hiring process right away. The role is to describe the organization's history, culture, and point out the candidate's experience plays in the organization's expansion. This entails contacting prospective employees by email, messaging via multiple platforms, social media, going to networking events, or just picking up the phone and dialing. Talent sourcers use methods outside than the conventional hiring process to locate, interact with, qualify, and submit candidates for interviews.

How about the recruiter? The recruiter is always in charge of managing the relationship with the hiring manager. Although it is uncommon, some talent sourcers will attend meetings with the recruiting manager. The recruiter would then present the candidates to the hiring manager with the information from the talent sourcer's phone screen, and from this point forward, the relationship with the candidate is managed by the recruiter.

It depends on the business, either the hiring manager or the recruiter that conducts the interview. Additionally, the recruiter handles talks between the hiring manager and the candidate during the job offer process. After being hired, a candidate enters the onboarding phase, which is typically overseen by other members of HR or Learning & Development team.

Bottom line, after the candidate presentation, recruiters oversee each stage to make sure that everyone is on the same page. Assisting in the creation of the job description, making sure it is posted in the appropriate locations (the company website, LinkedIn, and other job boards), organizing interviews, running background checks, and drafting the offer are all administrative tasks they manage.

Speaking of Agile Recruiting, it is crucial for its success that recruiters and talent sourcers work together. We must admit that one of the most crucial relationships in the employment process is the one between the sourcer and recruiter.

The future of talent acquisition is changing now more than ever. Employers will have to stay updated with the changes in order to maintain their competitiveness in a labor market where competition for star talents are becoming more fierce.