A typical recruiting sourcer job description will include many things: who you’re accountable to, what you’ll be doing on a day-to-day basis, etc. But what it often lacks is a vision of the strategic mark a great sourcer can make.
Your employer brand strategy and message externally needs to attract passive talent through the content you share, the positioning of your leaders, the employee stories you tell as well as focusing on information that top talent in specific role families or industries want to know more about.
People are looking for leadership in organisations, and it can be a deciding factor for high calibre talent when it comes to who they’ll be working for and reporting to. People want forward thinking and they’re looking for different.
Candidates don’t have the patience or time to work things out, and if the experience you’re creating online isn’t easy, accessible and up to date then you’re missing out on top talent who know what good looks like.