Your Questions, Our Answers

During our “Sourcing Tips and Tricks” Webinar on 21 March, we were able to enjoy some great advice from Katrina Collier and Benjamin Gledhill on how to be a better sourcer. We also held a Q&A to answer several of your questions. Here’s a recap and elaboration on our answers:

Q: What is a Chrome extension?

A: A Chrome extension is a piece of software you can install in the Google Chrome web browser to help you accomplish a variety of tasks. There are a wide range of tools available to help with sourcing, including (shameless plug) Hello Talent! You can download Hello Talent, and look at other sourcing tools, here.

Q: What kind of Chrome extensions are you using?

A: There are a lot of tools out there, and sometimes you can run the risk of having too many, so make sure you figure out which ones work best for you. Here are some of our favorites (besides Hello Talent of course): Intelligent Search, Connectifier, Social Link, Prophet, 360 Social, and Crystal Knows. (Note: privacy laws in some countries may prohibit you from using some of these extensions without the candidate’s consent)

Q: What are the best ways to increase your own knowledge about the industry you are sourcing in?

A: There are two main, basic things everyone should be doing: 1) Go talk to people in the industry (both your own employees and people outside your organization); 2) Twitter and Reddit – These networks are always buzzing with the latest trends, complaints, work requests, and more. Its a great way to see what’s going on.

Q: How can you increase your credibility when you are on the phone?

A: The biggest thing is to be up front and be human. Say who you are and who you represent (DO NOT LIE just to start a conversation) and make the conversation about them, not you. Sometimes this will mean accepting that they don’t want a new job right now, in which case you can just focus on building a relationship for later. Its also important to show an interest in their interests. Finally, do your research – make sure you know who they are, what their work is, and what the exact job you’re recruiting for is like.

Q: How can you recruit via Instagram or Facebook?

A: First, make sure you have complete Facebook and Instagram bios and that the content you follow, like, and share is both human and appropriate. Then you can use tools to find people, or even just search based on topics or hashtags. More importantly though, use these networks to start conversations and engage people. Be personal first and a recruiter second. These are personal rather than professional networks after all, so you have to change your approach a bit.

Q: Do you believe in the “sourcing recruiter” concept, or in a sourcer plus recruiter teamwork model?

A: This really depends on the way your organization is set up. Recruiters will almost always be better at their jobs if they know at least a little bit about sourcing. That said, they don’t have to be full time sourcers. If you have the resources to allow people to specialize in a specific area go for it, just make sure the knowledge is shared with the whole team.

Q: How do you build a sourcing strategy based on a list of requirements and responsibilities for a given role?

A: Use the job description as a guide, not a rule. Instead of just relying only on the job description try spending most of your time talking with the business and working closely with the hiring manager to determine the ins and outs of the role. Doing this will help you create a list of skills, attributes, and personality traits associated with the job and rank them based on importance. This ranking will help you to set expectations with the hiring manager and create a search pattern that includes the right criteria. Another key action is to ID beforehand where you should be looking for the candidate. If your strategy is based on weighted criteria and pre-established search areas you’ll be in a good position to execute.

Q: What are some good KPIs for measuring sourcing success?

A: This too can depend on how your organization is structured, but here are a few that we think are good to keep in mind:

  • Quality of hire rating (can be measured based either on performance or manager review)
  • Candidate satisfaction score (survey those who were rejected and those who were hired)
  • Candidate qualification score (how qualified are all the candidates you present to the hiring manager)
  • Candidate to hire ratio (how many candidates do you have before making a hire)
  • Candidate response rate (how many candidates are responding to your emails and phone calls)
  • Candidate pool diversity score (how diverse is your overall pool – this can be a legal or company KPI)

Have specific topics you want us to cover in our next webinar? Send your suggestions to!