Sourcing Specialist (Sourcer)Job Description, Salary, Career Path, and Trends
Successful businesses develop the ability to find and hire the best, most talented people in an efficient and thorough manner. They realize that employees are the backbone of every great company, and should be regarded as its most valuable resource. Helping find the right candidate quickly is where a sourcer comes in.
Sourcers are akin to recruiters, but different in that they typically are tasked with finding and reaching out to passive candidates. These are people not actively applying through a company’s website or job posts, but instead, those talented individuals who may be an excellent fit for a company, but need to be discovered and contacted.
Sourcers, in other words, are hunters. They’re great at researching social media, the internet, and beyond to find those great candidates who might have slipped through the cracks, or may not be aware of opportunities for them at the sourcer’s company. In today’s world, there is no single best way to find and recruit talent, making a sourcer’s role an essential one in the recruitment process — finding qualified candidates where others can’t, then typically handing them over to a recruiter.
Sample job description
We are looking for a motivated and capable sourcer to join [Your Company Name]. Your responsibilities as our saucer will include locating the ideal passive candidates for positions at our company, reaching out to these candidates, and providing recommendations to hiring managers and officials. If this sounds like you, please consider applying! You must be capable of using social media and professional networks. You must also be able to confidently determine the validity of a potential candidate and if that candidate will suit our business or not. If you cannot do this, do not apply.
Typical duties and responsibilities
Follow up on leads to determine and source the best potential job candidates
Identify and interact with potential passive candidates via social media and professional networks
Serve as the primary point of contact for incoming candidates
Post job openings, review resumes, conduct interviews, and negotiate compensation of potential employees
Maintain consultative relationships with hiring managers
Make recommendations to hiring managers
Help develop talent pipelines and related databases
Education and experience
This position requires a bachelor’s degree in human resources management, business administration, organizational development, or a related field.
Required skills and qualifications
Experience working in full-cycle recruitment
Strong relationship-building skills
Proficiency in Microsoft Office Suite
Analytical and communications skills
Expertise in adaptability, accountability, and confidentiality
2+ years of recruiting experience
Experience in both traditional talent sourcing techniques including basic knowledge with Boolean searching
Average salary and compensation
The average salary for a sourcing specialist (sourcer) is $42,000 in the United States. Position salary will vary based on experience, education, company size, industry, and market.
Los Angeles, California
Minneapolis-St. Paul, Minnesota
New York City, New York
Typical work environment
A sourcer has the position of reaching out to potential candidates for a job in a company. The sourcer may have to use social media, online searches, or local resources in order to locate the ideal passive candidates for a job. Because of this, some of the tasks a sourcer may have include following leads and determining the ideal candidates for a position, identifying potential passive candidates through social media, professional networks, or other contact points, and making recommendations to hiring officials. Oftentimes, sourcers will work in an office environment and in a full-time position.
The typical hours for a sourcer are from 9 AM to 5 PM, Monday through Friday, in an office setting.
Although a sourcer may not require certifications, having some specific certifications which relate to this position can be useful. Some of these may include but are not limited to:
Sourcing Certifications. Sourcing Certifications offers online training for sourcing professionals as well as certifications for this position. These training, certifications, and classes can be immensely useful to a sourcer in order to better ensure the quality of their work. The classes cover basic and advanced sourcing techniques in order to locate and collect the best potential candidates for a position.
TSI Sourcing Certificate. The TSI sourcing certificate is offered by the TSI Corp and aims to ensure that a sourcer is able to spend less time sourcing, maximize viable candidates and ensure the quality of said candidates. This certification can be immensely useful for a sourcer to complete and acquire. The program offers multiple certifications including those on keywords, search engines, people lookups, Google commands, and more. Because of this, a sourcing professional should consider acquiring this certification.
The career path for a sourcer starts by obtaining a bachelor’s degree in human resources management, business administration, organizational development, or a related field. Also, earning certification as a Professional in Human Resources or a specific certification in talent sourcing can advance a career in human resources.
US, Bureau of Labor Statistics’ job outlook
SOC Code: 13-1071
Projected Employment in 2030
Projected 2020-2030 Percentage Shift
Projected 2020-2030 Numeric Shift
According toSelectHub, the employee experience will become more central in the roles of human resources professionals; they will have to prioritize employee-centric culture and experience to recruit the best candidates. And while some automation and artificial intelligence (AI) may coexist with human resources jobs, they will serve as complementary technologies, helping HR sourcers do their jobs more efficiently.
Sample interview questions
How would you determine the ideal candidate for any given position?
If a candidate is not responsive to your outreach, what would be your reaction and what measures would you take?
If confronted by a confrontational candidate, what would you do in this situation?
Which social media platforms would you use to locate potential candidates?
How do you determine the quality of any candidate which you recommend for hire?
How often do you research the latest sourcing techniques and how do you go about doing this?
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