If you were to ask the people around your office to describe what sourcers are responsible for, you’d probably find that many people view them as junior-level employees who handle administrative tasks and hope to become full-time recruiters someday. But they play a crucial role in finding and engaging with the developers your company wants to hire. Even though tech sourcers and recruiters do have different responsibilities, let’s take a closer look at how they can (and should) work together to hire developers.
A quick Google search for the definition of “talent sourcer” would lead you to believe that their only priority is to find potential candidates online and build a strong pipeline. While that is a major component of their job description, that doesn’t tell the entire story. In fact, they also build relationships with developers who are only passively considering new employment opportunities. Considering that 87% of developers are currently employed, talent sourcers are particularly important to companies who need to ramp up their tech teams.
Geoff Webb, a recruiter turned sourcer, recently said that in his previous role, he was also tasked with creating interest and drive talent to the organization. Webb adds, “This means engaging potential candidates: messaging through social media, sending emails, picking up the phone. And because a hunt often involves a chase, this means repeating, tweaking, and refining these activities until you have a slate of qualified prospects.”
On the flipside, recruiters manage relationships with candidates after a talent sourcer has qualified them—and developers rely on them to shepherd them through the entire interview process. Their day-to-day includes everything from setting up interview times to sending out formal offer letters to the developers that your company would like to hire.
Recruiters are known for their relationship-building skills, which are incredibly important when they’re engaging with developer candidates. The best developers have a lot of job options, and it’s up to your recruiters to make your company stand out from the competition. While sourcers generate excitement with developer candidates at the beginning of the developer hiring process, it’s up to tech recruiters to maintain their interest throughout the remaining stages.
It might seem as if sourcers and recruiters could operate independently and still produce results, but the reality is that neither one can be successful without constant communication from the other. Some of the best talent sourcers I’ve come across know exactly how their employer brand resonates with potential candidates and which developers are most likely to reciprocate interest. On the flipside, tech recruiters work more closely with hiring managers and have a thorough understanding of the unique qualities they’re looking for in candidates. It’s not difficult to see why they should share this information with one another, but doing so isn’t always as simple as sending an email.
To kickstart your relationships between your sourcers and recruiters, launch a weekly meeting so that they can discuss every candidate in your interview process. The sourcers should provide updates about each person's status when possible, and the recruiters should answer any questions about what they're looking for in candidates. This will eliminate a lot of uncertainty on both ends and ultimately make it easier for them to work together.