Recruiter's Glossary

Examples: Code Challenge • Temp Staffing • Requisition

Sourcing

Term from Recruitment Services industry explained for recruiters

Sourcing is the process of finding and identifying potential job candidates before the actual recruiting begins. It's like being a talent detective who finds qualified people before a company even needs to post a job. Sourcers use various tools and methods to search for candidates, often focusing on passive candidates (people who aren't actively job hunting). This can include searching through professional networks, social media, industry databases, and other places where potential candidates might be found. While sometimes confused with recruiting, sourcing is specifically the first step of the recruitment process - finding and engaging with potential candidates rather than the full hiring process.

Examples in Resumes

Developed and implemented Sourcing strategies that increased qualified candidate pipeline by 50%

Led Talent Sourcing initiatives across multiple technical departments

Utilized advanced Candidate Sourcing techniques to build talent pools for hard-to-fill positions

Typical job title: "Sourcers"

Also try searching for:

Talent Sourcer Technical Sourcer Recruitment Sourcer Sourcing Specialist Talent Acquisition Specialist Candidate Sourcer Research Recruiter

Where to Find Sourcers

Professional Networks

Online Communities

Events & Conferences

Example Interview Questions

Senior Level Questions

Q: How would you build a sourcing strategy for a hard-to-fill position?

Expected Answer: A senior sourcer should discuss analyzing the job requirements, identifying target companies, using multiple sourcing channels, creating boolean search strings, and implementing metrics to track success. They should also mention building talent pools and maintaining candidate relationships.

Q: How do you measure the success of your sourcing efforts?

Expected Answer: Should explain key metrics like candidate response rates, quality of candidates submitted, time-to-fill positions, and conversion rates from sourced candidates to hires. Should also discuss how to use these metrics to improve sourcing strategies.

Mid Level Questions

Q: What boolean search techniques do you use to find candidates?

Expected Answer: Should be able to explain how to create effective search strings using AND, OR, NOT operators, and demonstrate knowledge of different platforms where these can be used (LinkedIn, job boards, Google).

Q: How do you approach passive candidates?

Expected Answer: Should discuss personalized outreach methods, crafting engaging messages, highlighting relevant opportunities, and building relationships rather than just sending job descriptions.

Junior Level Questions

Q: What sourcing tools are you familiar with?

Expected Answer: Should be able to name common sourcing tools like LinkedIn Recruiter, job boards, and Chrome extensions, and explain basic functionality of each.

Q: How do you qualify if a candidate is right for a position?

Expected Answer: Should explain basic candidate screening process, including reviewing qualifications against job requirements, initial communication, and basic assessment of candidate interest and availability.