Earlier this month, I wrote a post discussing the responsibilities of a corporate sourcer in 2015. The short summary is that the new sourcer looks a lot like a recruiter.
Previously, sourcers were thought to be technical types who built lists of candidates. Now, more organizations are expecting candidates presented by sourcers to be qualified, interested, and available for a specific opening. This has pulled sourcers further into the recruiting workflow.
With this new reality in mind, what does the recruiter do?
This data clearly demonstrates that the lines are getting blurred. At this point, the choice we have to make as practitioners is, where do we want to be in the recruiting workflow? Do we prefer the front end of the process (identifying and engaging)? Or, do we prefer the back end (closing, dispositioning candidates, reference checks, working with hiring managers)?
I’ve held both titles in multiple environments. I speak from experience when I say that both roles have positive and negative attributes. My favorite part of the process is identifying and engaging candidates (no surprise). However, I’m good at closing deals. Because of that, if I’m being measured on actual hires, I’d prefer to run a full desk and make sure my candidates receive an offer instead of trusting a mediocre recruiter to close my candidates and manage an unruly hiring manager.
What observations do you have about the data? Let us know in the comments below.
