The State of Sourcing - 2013

Jeremy Roberts, SPHR

Editor – SourceCon

• Jeremy Roberts, SPHR• 10 years in recruiting divided between third party

search, and corporate recruiting • Recently was responsible for leading sourcing teams

and establishing strategic sourcing programs• Editor of SourceCon.com (ERE Media, Inc)• Married for 15 years – Father of 3

Twitter - @imJeremyR@SourceCon

Characteristics of a sourcer in 2003• A place to learn the business• Pay was significantly less than recruiting compensation• Sourcers focused on building lists of candidates for

recruiters to call

The role of the sourcer has evolved • Increased regulatory requirements (OFCCP, etc)• Increased unemployment rate• Recruiters are carrying heavy requisition loads than they did

previously (using sourcing to solve recruiters problems)• Data is more readily available, which creates a new

problem, how do I cut through the massive amounts of data to get to the right people first.

Effective Candidate Engagement Will Separate the Good from the Bad

• 79% of survey respondents with a title of “sourcer” are expected to complete initial phone screen prior to presenting candidates to a recruiter.

• 26 % of respondents with the "researcher" title are expected to do the initial phone screen prior to presenting candidates to a recruiter.

Average Compensation for Sourcers Still Less Than Recruiter Compensation

$69,041

$92,738$87,210

$108,000

$83,934 $88,789

$103,309

$162,923

1-individual contributor

2-lead 3-manager 4-director/above

1-sourcing 2-recruiting

Sourcers working as independents earn more than employees

company/org Emp Services solo/IC

1-individual contributor $76,336 $53,714 $91,333

2-lead $84,554 $80,286 $138,000

3-manager $113,750 $80,575

$0

$20,000

$40,000

$60,000

$80,000

$100,000

$120,000

$140,000

$160,000

$84,667 $85,093

$74,773

a. 1 b. 2-3 c. 4+

Sourcing generalists in large corporate recruiting departments make significantly less than specialists.

Sourcers with employment services firms make more as generalists

$36,750

$61,286 $60,670

a. 1 b. 2-3 c. 4+

$57,733

$72,345

$78,958$81,920

1-2 3-7

Sourcing Recruiting

Individual Contributors That Participate in Continuing Education Programs Earn More

Sourcers and Recruiters Work 45-55 Hours Per Week

0

10

20

30

40

50

60

1-individual contributor 2-lead

3-manager

4-director/above

Axi

s Ti

tle

1-individual contributor 2-lead 3-manager 4-director/above

1-sourcing 45 47 49 56

2-recruiting 45 48 53 52

56%

4%

40%

69%

14%16%

0%

10%

20%

30%

40%

50%

60%

70%

80%

1-office 2-split 3-home

1-sourcing 2-recruiting

Sourcers are more likely to work at home than recruiters

75% of Sourcers and Recruiters Surveyed Hired Via Linkedin In Last 12 Months

Linkedin Twitter Google+ Personal Blogs Facebook Pinterest

Series1 75% 18% 13% 10% 4% 1%

0%

10%

20%

30%

40%

50%

60%

70%

80%

Sourcers and Recruiters Say LinkedIn is Most Important Tool

1.75

3.35

3.74 3.783.94

4.42

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Linkedin Personal Network ATS Internet - Other Job Boards Phone Sourcing

Is LInkedIn Really a Job Board?

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

The Ladders Dice Monster Careerbuilder Linkedin

Weekly LinkedIn Usage Exceeds Usage for Job Boards

32%

Sourcing – 36Recruiting – 12

1) “Great! Can you go ahead and submit them to the hiring manager and get them set up for an interview? I’ll take it from there…” (translation – Please do most of my job for me, then I’ll swoop in at the end and be the hero.)

2) Perfect fit for my job! Can you send me some more resumes in the meantime?” (What happened to ‘perfect?’)

3) “The hiring manager is going with an internal candidate who came in at the last minute…” (Thus negating potentially weeks of sourcing for external talent.)

4) “I made this hire.” (Yeah… with MY sourced candidate! Share the accolades please…)

5) “Pass.” (Okay.. why? What didn’t you like about the candidate? What should I change in terms of my search? No details, just ‘pass’?)

6) “I know what I’m asking you to find doesn’t exist, but that doesn’t change the fact that the client wants to see more resumes.” (Sourcers thought: “Your lack of ability to manage your client does not constitute an emergency on my part.”)

7) “Can you put them in the ATS for me?” (Sourcers thought: “Do it yourself.”)8) “You need to be more innovative, have you thought about using LinkedIn or

maybe doing Boolean searches?” (Sourcers thought: “That’s all I do.”)

Confusion Areas for Sourcing Teams

• Branding vs finding• Who owns Sourcing Strategy• Do you include agency strategy? (Corporate

environment)• Who posts jobs?• Who deals with applicants vs passive candiates• Who owns employee referrals• How do we care for the candidate experiece• Do we use a CRM for sourcing or do we use the

ATS?

Creating a Role Specialization

Graphic by Martin Warren

MetricsPer Managers1. Submit to Recruiter 2. Placements 3. Hiring Manager Interviews 4. Phone Screens Completed 5. Names added to database

Names Added to DB Phone ScreensSubmits to Recruiter HM interviews

Number of Placements Role

4.13 3.77 2.03 2.57 2.50managers

4.11 3.74 2.64 2.57 2.53producers

Team #'s Screened Rec Accepted Presented to Rec HM Submit HM Rejected HM Iv'd HM Accept Hired

Sourcer 17 196 150 154 143 4 21 132 2

Sourcer 6 101 29 30 29 6 17 42 2

Sourcer 3 95 32 35 26 4 8 24 1

Sourcer 13 82 40 36 35 4 5 32

Sourcer 2 74 15 17 15 3 8 28 1

Sourcer 5 74 15 20 16 4 7 26 1

Sourcer 4 58 15 47 11 10

Sourcer 14 52 27 31 27 11 17 46 3

Sourcer 16 51 14 28 11 2 3 12

Sourcer 7 43 1 1 1

Sourcer 19 40 11 16 6 1 6

Sourcer 11 39 20 19 20 5 16 30 3

Sourcer 10 26 13

New Hire 22 6 9 5 1 4

Sourcer 15 15 5

Sourcer 12 12 1

Sourcer 9 7 5

Sourcer 1 1

Sourcer 8 1 1

Sourcer 18 1 1

Grand Total 989 376 468 346 43 104 392 13

Sample Productivity Report

Trends to watch

1) Search Aggregators2) CRM Development / Consolidations3) Facebook will continue to gain ground on LinkedIn4) Tools to engage candidates will be in high demand5) Sourcing will continue to gain respect and

compensation levels will match recruiter compensation