In researching, what quickly becomes clear, is that setting and agreeing to the parameters of your search is paramount. I also create a dialog (which I submit to the recruiter prior to beginning the search) that will both help me locate the appropriate candidate by title or job function and allow the recruiter to make any adjust in direction that he may deem necessary. When partnering with the recruiter in this way, he/she has an opportunity to help me navigate to the right department and the most appropriate candidate(s). It also serves as great clarifier in any potential dispute over what had been requested at the outset.

Your suggestions of a quantity of 4-5 names per hour given today’s technology is also very realistic. In the years before centralized switchboards and totally automated phone systems that quota was as high as 7-8 because a good Sourcer could talk their way
past most gatekeepers. Now we must lean more heavily on the Internet to provide names into a corporation or reveal creative avenues of infiltration, all of which takes considerably more time to accomplish. Cold calling will always give the best result when seeking passive candidates, however.

I think some Corporate clients unrealistic expectations may come, in part, from those Sourcers who simply generate a flow of names through Internet Harvesting or outdated databases. It’s easy to capture 100 names from a database or the Internet. However, it is my contention that most databases more than 6 months old will contain enough errors to render them obsolete and names culled from the Internet can be 3-5 years old. It’s no wonder recruiters feel they have been ripped off. No name should ever be forwarded to a client that has not been either obtained or verified the day it was sent. Any thing else is irresponsible.

One last thought. Any working relationship benefits from the trust that is established over time. I would advise any client to find a researcher who gives them the best value for their research dollar and stick with them. That way, we all win.

Bonnie Boyd
Boyd Research Services
727-944-3384

Jami, In response to your question: ‘So where is the line of demarcation to fairly evaluate the work quality (not quantity) of both the sourcers and recruiters? Is it possible? ‘

Having been both a Recruiter and now a full time Sourcer I think I can answer your question. From a sourcing point of view quality should be measured by how accurate the information provided matches what was asked for. For example, if I am asked to identify Audit Managers out of CPA firms in the Chicago area and I give you a list of 50 names, your recruiters will easily be able to tell you about the quality of my work. Either the 50 names fit the criteria or they did not. Now if your search is calling for an Audit Manager who is a CPA with at least 10 years of experience overall and 5 years experience supervising a group of 4+ employees, this is not the type of list that a Name Sourcer is going to give you. Of the 50 names I gave you on the list of Audit Managers in CPA firms in the Chicago area, maybe half will actually be CPA’s and half of those may have the minimum required amount of experience you are looking for. But determining education levels, certifications and years of specific experience is a recruiting function not a sourcing function. So it is entirely possible that I gave you a list that is 100% accurate per the criteria I was given yet less than 25% of those names will meet the requirements of your search. The whole point is to ask for enough quantity from the Name Sourcer so that your Recruiters can pull out a satisfactory slate of candidates from that list.

What often happens is that the name sourcer is given criteria that is too general or too vague. A good name sourcer will not start a project until the criteria is specific enough so that the quality of the results can be easily and accurately measured once the recruiters start calling through the list. Another problem is that not enough quantity was asked for to ensure a reasonable good chance that a qualified candidate can be found within the given list. If you only ask for 20 – 25 names that may not be enough to ensure filling out a slate of qualified candidates to present to your
client. As far as quantity goes a good name sourcer should be able to produce on average 4 – 5 on target names per hour of assigned research.

I often find with my Corporate Clients that they initially have unrealistic expectations of name sourcing. I have learned over time that it is critical to ask a lot of questions and get specific target companies and target titles that I am going to source and also to make sure that my client has realistic expectations of the list that I am going to produce for them.

Tom Cook
T.A.Cook Associates
Ph# 847-462-0333
Fax# 847-462-0373
TAC1812@comcast.net

ERE thanks for Adding Maureen to your Authors List –

Maureen thanks for the piece. Very enlightening.

Karen

You did a great job, as usual! Keep up the good work!

Brenda