As a recruiter, you’re expected to come in every day, roll up your sleeves, and do what it takes to make placements. However, we know it’s not always that easy.
Your team is counting on you for those quality submittals, but between record unemployment, the skills gap, and generational shifts, the candidates aren’t always there.
In this candidate-driven market, it’s tough to make contact with qualified individuals, let alone get them to sit down for an interview. Worse yet, sifting through the reams of candidate data found on search engines, social media, and databases can easily become a full-time job in itself.
If recruiters want to be the hero of their teams and make more high-quality placements, they need to be able to focus on talking to candidates. But when sourcing is taking up as much as 50% of their time on the clock, that’s just not possible.
Here’s how sourcing services can empower recruiters to make better placements while being the hero of their teams…
Sourcing Lets Recruiters Focus on Candidates and Get Better Hires
Successful talent acquisition in today’s cutthroat market requires recruiters to give candidates a lot of personal attention. But how is that possible if recruiters are working long hours to find prospective candidates, evaluate resumes, make calls, and negotiate contracts?
It’s not uncommon for recruiters to work 60 hours or more in a single week juggling these responsibilities. With that kind of workload, recruiters are stressed to the nines, under a lot of pressure, and struggling to give candidates a minimum baseline of attention.
By starting with a short list of qualified candidates, recruiters can devote more time to the people side of recruiting. It allows you to spend more time talking to and building relationships with better candidates, which is crucial for securing great talent.
Sourcing is a More Efficient Use of Resources
Let’s face it, sourcing is a tedious process – identifying candidates, checking qualifications, reviewing profiles, making calls to determine if they’re interested/job hunting, etc.
Someone has to put in the hours to make sure they’re worth a recruiter’s time, but it shouldn’t be your recruiters. Recruiters have a unique skill set: they are experts at building relationships with candidates, generating interest in a position, and getting candidates to accept an offer. They’re at your company to carefully vet candidates and encourage stellar professionals to apply.
By delegating sourcing to a third-party, you can achieve greater efficiency in your recruiting process while solving the question of how to get better hires.
Sourcing Ensures You Have a Steady Pipeline of Solid Candidates
Recruiters can only focus on one task at a time, either sourcing or recruiting. In an ideal world, you would never need to source while recruiting. But what about when that perfect candidate who you’ve been talking to for weeks stops returning your calls? Now you’re suddenly back to square one and you have to draw up a new list of names.
With a sourcing service, you can do both simultaneously. Whenever there’s a hiccup in the process, recruiters can hit the ground running with a list of solid candidates who have the right skills and experience. This is especially important for revenue-generating roles, as an open seat may cost you a lot of money for every day it goes unfilled.
It’s Time To Be The Hero
Recruiters who want to excel and serve as true TA heroes need to make sure they can focus on candidates, not sourcing.