Talent Sourcer Job Description Template

Table of Contents

    Professionals in this role identify and recruit candidates with technical and special skills. They match the skills of job seekers with open job positions to find the right fit. This role involves connecting with applicants using online or offline channels and scheduling interviews for skilled people with the company’s HR staff. Talent Sourcers also manage a database of job seekers with skills that may be useful for future staffing needs.

    Talent Sourcer Job Brief

    We are looking for a Talent Sourcer to find, screen, and manage potential candidates for job openings. This role requires using sourcing skills to find the best fit for the job and ensuring the new hire has a good retention rate. Talent Sourcers manage a large database of people with skills and match them with open positions when the need arises. They create job ads, send recruiting emails, and connect with HR to arrange interviews.

    Roles and Responsibilities of Talent Sourcer

    • Liaise with Human Resources (HR) for open positions and staffing needs.
    • Create job personas and post job ads on forums and boards.
    • Send out recruiting emails.
    • Use the latest sourcing methods to find qualified people.
    • Follow up on referrals to fill open positions.
    • Find job seekers using Boolean sourcing.
    • Build rapport with potential candidates.
    • Schedule interviews with HR.
    • Manage Applicant Tracking System (ATS) database for new and future hires.
    • Create talent pipelines for future staffing needs.
    • Develop metrics to measure sourcing success.
    • Create a proactive sourcing strategy to attract top talent.
    • Maintain company brand image through the sourcing process.

    Talent Sourcer Requirements

    • Bachelor’s degree in Human Resources Management or related fields.
    • At least 3 years of experience as a Talent Sourcer, recruiting agent, or related roles.
    • Proficiency in MS Office.
    • Knowledge of database systems like Greenhouse, ATS programs, etc.
    • Skilled in using skill-specific job boards, forums, and platforms.
    • Trained in using sourcing software.
    • Skilled in creating and measuring sourcing metrics.
    • Good communication and social media skills.
    • Time management skills.
    • Strong marketing and negotiation skills.
    • Ability to engage with applicants and convert them into employees.
    • Ability to promote the company as a desirable employer.
    • Ability to make quick decisions about job seekers.
    • Ability to maintain a candidate database for instant access to applicants when new positions open.

    Frequently Asked Questions

    1. What is the difference between a Talent Sourcer and a Recruiter?

    A Talent Sourcer actively takes part in the first stage of hiring new staff, while a Recruiter may perform the tasks of a Sourcer and follow up with the interview process.

    2. What are the common tools used by Talent Sourcers?

    Resume databases like Hired and Talentbin, portfolio tools like GitHub and Behance, and networking tools like Meetup and Twitter are widely used. Referral tools like Zalp, People Search, etc., are also important.

    3. How can a Talent Sourcer use creative tactics to find new talents?

    Talent Sourcers can stay relevant and connect with job seekers by maintaining a positive business brand image through social media posts, organizing career conferences, offering employee referral programs or bonuses to increase leads through referrals, and more.

    4.How can social media be used to source talent?

    Talent Sourcers can find social media channels that match the job personas based on the current needs and use targeted ads to post on different types of social media. They can engage job seekers and direct them to apply for the job opening while adding value to the audience to build rapport.

    5. How does a Talent Sourcer evaluate candidates?

    A Talent Sourcers evaluate candidates by reviewing their resumes, assessing their qualifications, and conducting initial screenings. They may also use additional evaluation methods such as phone interviews, skill assessments, or pre-employment tests to further assess a candidate’s fit for a specific role.

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