Sourcer

About Us

The Role

Purpose and Position in Organisation Talent Sourcers play a key role in our clients’ success by partnering with Hiring Managers and Recruiters and developing effective, consultative, professional relationships with them. Through asking the right questions to ensure a detailed understanding of the client and each role, and by leveraging data, historic hiring trends, and market analysis, Talent Sourcers develop bespoke sourcing strategies and then use a range of tools and techniques to find the best talent in the market. Talent Sourcers are brand ambassadors for our clients, bringing each opportunity to life with candidates in a compelling and authentic way to ensure they are qualified, interested, and engaged before being presented to the Hiring Manager. Stakeholders You can expect to work with client stakeholders e.g., Hiring Managers, Recruiters (AMS or Client), and Candidates. People Manager No Reports to: Talent Sourcing Team Leader / Player Coach Career Level 1 - Coordinator Performance Outcomes / Accountabilities • Offers accepted by candidates each month • Candidate conversion rates (e.g., ratio of candidates provided to a Hiring Manager to those offered an interview) • Data completion and accuracy • 100% compliance with all mandatory AMS and Client required training

Key Accountabilities

• Fully utilise relevant ATS (Applicant Tracking System) ensuring that activities are conducted within the ATS as appropriate, that data accuracy and quality is maintained through all processes and that it accurately reflects the status of all activity • Engage with Recruiters and Hiring Managers (as directed) to take detailed briefs on role requirements • If required, prepare an initial draft sourcing strategy for review • Source (identify) active candidates where required utilising different channels (e.g. client database, job board databases) and following Channel Activation Matrices or other directions as appropriate • Manage job board advertising or Client career-site postings, ensuring adverts are compelling and accurate and positioned for maximum effectiveness • Upon application, screen candidate applications and CV’s for initial suitability • Further qualify candidates by telephone to determine suitability and obtain required information (e.g. availability, permission to represent) in order to create long-lists. Utilise relevant telephone interview techniques as directed (i.e. competency based interviews, behavioural interview questions, etc). • Interface between Recruiters and agencies when required, gaining necessary information to ensure both parties remain informed • Build and develop talent pools of qualified candidates (prior to application or post application as directed), utilising CRM (Candidate Relationship Management) technology where appropriate • Ensure regular communication with Client Services team to understand on-going requirements and to share progress of activity • Following feedback from Client Services team on candidates submitted, ensure that all applicant records are updated in the ATS with applicants being rejected as appropriate and suitable applicants moved to talent pools for future reference • Develop an awareness of the client’s business and wider sector • Maintain agreed service levels and targets • Maintain manual reporting where required • Appropriately escalate any issues in relation to the supply of recruitment services as appropriate • Participate and contribute within team meetings • Develop a broad understanding of candidate sourcing techniques and strategies through attending training and networking. • Conduct AMS Black-Belt in Sourcing training

Skills & Experience

Essential • Experience in candidate sourcing with a proven understanding of one or more industry sectors. Experience of successfully sourcing specialist or niche candidates. • Experience of working with recruitment systems (i.e. ATS, CRM) and maintaining a high level of data integrity • Experience using specialist techniques (i.e. Boolean searching) to source candidates through active and passive channels. Proven success in utilising social networking sites to successfully source candidates • Experience of directly engaging with end-clients • Good written and spoken English language skills plus other languages as appropriate to the client-specific requirements Desirable • Experience of utilising various candidate sourcing strategies (e.g. web sourcing, networking, advertising and database searching) • Experience of utilising various candidate selection methodologies (i.e. behavioural interviews, competency based interviews, psychometric testing, etc)

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