No doubt, if you’ve worked as a sourcer for any amount of time, you’ve heard what you consider to be some ridiculous comments from the recruiters you support. Here are some of my favorites that I collected from sourcers this week.
1) “Great! Can you go ahead and submit them to the hiring manager and get them set up for an interview? I’ll take it from there…” (translation – Please do most of my job for me, then I’ll swoop in at the end and be the hero.)
2) “Perfect fit for my job! Can you send me some more resumes in the meantime?” (What happened to ‘perfect?’)
3) “The hiring manager is going with an internal candidate who came in at the last minute…” (Thus negating potentially weeks of sourcing for external talent.)
4) “I made this hire.” (Yeah… with MY sourced candidate! Share the accolades please…)
5) “Pass.” (Okay.. why? What didn’t you like about the candidate? What should I change in terms of my search? No details, just ‘pass’?)
6) “I know what I’m asking you to find doesn’t exist, but that doesn’t change the fact that the client wants to see more resumes.” (Sourcers thought: “Your lack of ability to manage your client does not constitute an emergency on my part.”)
7) “Can you put them in the ATS for me?” (Sourcers thought: “Do it yourself.”)
8) “You need to be more innovative, have you thought about using LinkedIn or maybe doing Boolean searches?” (Sourcers thought: “That’s all I do.”)
We’re joking about it here, but the tensions between Sourcers, and Recruiters, can have a negative effect on productivity.
How do leaders proactively address this problem?
We will share additional insight into development of these documents in a future post.
(Recruiters: this post was from a sourcers perspective, but don’t worry, the solutions will address both sides of the issue.)
Sourcers, do you have any other statements we should add to the list? Leave a comment below.
Confused Businessman Photo from Bigstock
