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A Tale of Two Cities: The Merging of Sourcing and Recruiting
Posted By Lou Adler On May 31, 2012 @ 12:15 am In Advice and How-Tos | 11 Comments
It was the best of times, it was the worst of times, it was the age of wisdom, it was the age of foolishness, it was the epoch of belief, it was the epoch of incredulity, it was the season of Light, it was the season of Darkness, it was the spring of hope, it was the winter of despair, we had everything before us, we had nothing before us, we were all going direct to heaven, we were all going direct the other way — in short, the period was so far like the present period, that some of its noisiest authorities insisted on its being received, for good or for evil, in the superlative degree of comparison only. – Charles Dickens , A Tale of Two Cities
Of course, Dickens was referring to sourcing and recruiting circa 2012. What Dickens was really saying is that with the emergence of LinkedIn and related networking tools, sourcing should not be split apart from the full-cycle recruiting process. The work involved in both now overlaps to such a degree that you can’t logically separate the two without compromising performance. Reading between the lines of his epic novel, here’s why Dickens believes this way.
Since developing a list of potential target candidates is now relatively simple, the real hard work involves contacting and recruiting them. Since these people are all networked with others of similar ability, you need to get referrals from them if the person turns out to be inappropriate for the job at hand. If sourcers only present candidates who have passed the filter of qualified and interested to their recruiters, they miss the opportunity to recruit and network with these people. Then if recruiters focus only on assessing the person as to whether they’re worthy of presenting to their hiring managers, they miss the chance to connect and network with them. To prevent this significant double-double calamity, Dickens is saying sourcers should become recruiters and recruiters should become sourcers. I’m saying everyone should become a full-cycle recruiter.
While there are gaps in skills that need to be learned, becoming a strictly name-generating sourcer nowadays is far simpler than becoming a great networking-driven sourcer and a great recruiter. With this bias in mind, following are the minimal core skills this combo sourcer-recruiter needs to have to play in the big leagues of full-cycle recruiting.
In this merged sourcing/recruiting model, you need to forget about preparing a long list of target people to call. Instead develop a short list of 10-15 worthy people (nodes and target prospects) and start contacting them. The goal is to not just qualify them, but also network with them in parallel. Once connected and using LinkedIn Recruiter, you can then search on their first-degree connections using the clever and basic Boolean techniques noted above. This way if the initial contact is not a worthy prospect, just ask about specific people (e.g., name names!) in their connections who are. This is how you can quickly get at least two warm, pre-qualified referrals on each call.
This is a much better technique than running down an endless list of names hoping to find a perfect match. I refer to this technique as the Golden Rule of Recruiting . You can short-circuit the first round of cold calls by finding some of your current company employees who are connected to these worthy prospects using the same inside-out technique.
The Inside-Out approach is based on the idea that calling a referred person is more efficient than calling people at random. For one thing there’s a higher chance they’ll call you back, and if they’re already pre-qualified, you’ll save even more time.
Of course, you’re not done yet, since very quickly during the course of this sourcing and networking, you’ll find some top people who could be great, but need some pushing to Bridge the Gap  from a person being qualified, but not interested, to becoming interested. This is why great full-cycle recruiting skills are so important for a sourcer to possess. You can’t bridge the gap unless you know the job and hiring managers, and can uncover the person’s career pain points. These skills are required on every inside-out call especially when dealing with passive candidates.
When the sourcer-recruiter determines the person is not worth recruiting, you need to instantly shift to networking by searching on their connections. The problem is that if you only have a sourcing mindset, you’ll ignore the need to recruit everyone contacted. If you only have a recruiting mindset, you won’t recognize the golden opportunity and importance of sourcing and networking with everyone. When the roles are split, all of the great people who could have been recruited or mined for referrals fall in the wasteland of lost opportunity. That’s what Dickens meant when he said “it was the best of times, it was the worst of times.”
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URL to article: http://www.ere.net/2012/05/31/a-tale-of-two-cities-the-merging-of-sourcing-and-recruiting/
URLs in this post:
 Charles Dickens: http://www.quotationspage.com/quotes/Charles_Dickens/
 Achiever Pattern: http://budurl.com/agachiever1
 “cherry-picking” networking technique: http://budurl.com/agnetwork1
 Golden Rule of Recruiting: http://budurl.com/AGgold
 Bridge the Gap: http://budurl.com/aggap
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