When bringing a new sourcer on board, you are not just growing your team, you are also creating a new opportunity to strengthen your candidate pipeline. To make the most of this, it is essential to invest in effective and continuous training. This starts with successful onboarding and introducing new hires to your company culture – as covered in Part One of our new sourcer training guide. Here in Part Two, we will focus on how you can nurture essential skills like candidate research and proactive recruiting – thereby enabling your sourcers to quickly become effective contributors.
Introduce Tools and Systems
Sourcers are, of course, integral to your candidate pipeline, so much of your new sourcer training will focus on the art of finding and engaging talent. It is much easier to build and keep track of your candidate pool if you use a tool or platform like Hello Talent – and it’s important to make sure that everyone knows how to use it. Before they start sourcing, provide new sourcers with thorough training on your chosen systems. However, don’t simply focus on the technical aspects; it is crucial to show how your chosen tools relate to your wider recruitment goals. Working with real cases is an effective way of bringing digital tools to life within the context of your company.
Build a Candidate Contact Strategy
Once your new sourcer knows the system inside out, it is time to move on to the more human side of recruiting. Having covered candidate search techniques in the initial training, you can start to build a candidate contact strategy. At this stage, it is important to establish certain standards and guidelines – especially when it comes to communication. When interacting with candidates, your sourcers are representing you and your company; it is therefore essential to encourage an approach that is engaging, personable and anything but spammy. Discuss your preferred methods of contacting candidates at different stages in the recruitment process, and build a strategy that works for everyone.
Provide Telephone Training
Whether it’s conducting phone interviews or speaking to clients, the telephone is one of the most powerful recruiting tools. However, in the age of email and instant messaging, many people are simply not comfortable using it – so don’t just assume that a good telephone manner is a given. Take the time to train new sourcers on best practices – such as adopting a positive tone of voice, being warm and polite throughout, and even simple things such as speaking clearly and making a personal connection by using the other person’s name. Roleplay scenarios as well as shadowing are two easy, yet effective phone training methods.
Once your new sourcers have gone through in-house training, you might consider certification as the next step. Online courses or external training programs can be a great way to develop further skills, whilst bringing new ideas and strategies to your organization. However, it is important to weigh up the costs and only invest in those sourcers who show real potential. From a long-term perspective, having a team of certified sourcers may help you to stand out and boost your credibility.
New Sourcer Training: In Summary
Sourcers are integral to your candidate pipeline, so it is essential that they are able to proactively find and engage top talent. Following the onboarding process, it is crucial to equip them with all the digital tools, strategies and skills they need in order to succeed. The longer they work with you, the more they will develop their own methods and techniques; however, it is important to make sure that training is always available. Check in regularly to find out if there are any areas they need help in, and discuss what kinds of learning opportunities they would value in the future. Ultimately, the more you invest in new sourcer training, the more value they will bring to your organization.