Sourcers VS Recruiters: A Quick Survey on Sourcing from DBR

Sourcers VS Recruiters is an old argument, we all know the difference at the end of the day. Below, you can see a data-driven approach to understanding the differences between recruiters and sourcers and the challenges they all face!
In the next few weeks, everyone is going to be talking about sourcing in Europe ahead of SourceCon’s first visit. So to kick this little project off, I decided to do some research.

I need your help!

It’s anonymous and the results of the research are just below!
Thanks!
At the end of the Day, Sourcer vs Recruiter, I don’t really care! I am more interested in what are the challenges people face when sourcing! I’m imagining there will be plenty of both Recruiters and Sourcers attending SourceCon this time around. At the end of the day, we all do sourcing from time to time right?
To make sure we were “On Trend” for DBR live we decided to choose, Sourcing vs Recruiters as a Topic.
I want to find what is the difference between Sourcing and Recruiting.
Anyone who follows my blog and reads my stuff knows that Sourcers are not Baby Recruiters. In DBR and the surrounding community we differentiate a lot less, or maybe I blocked everyone that thinks that way?
I am keen to Understand what challenges people are facing when sourcing. I also asked is there really a difference in the roles, as far as I’m concerned we all hire people, so we all Source.
The data is all below and the more you share it, the more we can learn about Sourcing!

More details?

Sam and I caught up on DBR Live to discuss the results after hitting 70 odd respondants!

BELOW ARE LIVE CHARTS LINKED FROM A GOOGLE SPREAD SHEET

Have you filled out the survey? 

Have you sent it to all your recruiting friends?

The results are all below, first, let’s see who actually responded.

With more respondents, we will be able to share a more defined segment of the audience. Please share and respond and I will update soon!

I looked at what all the respondents largest challenges are in their day to day roles.

The real question here is “What is the difference between Sourcers and Recruiters?”

If you want to hear Glen Cathy’s answer, check it out here!

The real difference is where they spend their time, right?

I wanted to find out the difference in how Recruiters and Sourcer spend their time. So I asked all the respondents how much time they spend sourcing every week roughly.

The graph below shows pecentage of time people spend roughly per week, broken down by role segment, Recruiter vs Sourcer (as more people respond, we will be able to add more segments, considering the survey is capturing info as to what style of Recruiter is responding).

Maybe we will finally have proof of the above?

In terms of responses, there are some excellent ones to the final question.

What do you think is the real difference between Sourcers and Recruiters?

“patience”

“Sourcers have a passion for finding people, recruiters have a passion for finding fees.”

“A sourcer is a native hunter… a recruiter could be only a fisher… and sometimes an hunter….”
and of course
“Loaded question! A great recruiter has elements of a great sourcer, and vice versa.”
As far as I’m concerned, teams of experts working together in an agile manner is going to lead to solving some of the worlds hardest hiring problems faster!

What do you think?

GET THE JOB #1 – Sell yourself with a tiny bit of research

85% of your earnings will be based on how you sell yourself not you’re technical ability — Dale Carnegie

Here is a simple trick that will help you sell yourself and ace your next interview.

I interview dozens of people a week, lots of who work in sales, I am always surprised by the number of people that haven’t done the simplest bit of research about me.

This is not a humble brag… If you have done some research about me and make a comment about it, it impresses me.

Not creepy stalking stuff…

But mentioning something you found out about me, a post you liked on my Instagram or my tweet from the plane at 6am this morning will make me like you.

Doing this shows me you are;

  • Thoughtful
  • Web-savvy
  • Good at building relationships with people
  • Interested in the people you could be working with
  • Good at selling yourself

All you need to do is a quick search of the recruiters name a few minutes before you talk to them. Recruiters are normally pretty easy to find on the web and if they are not, they are always on LinkedIn!

Take a look at where they have posted most recently or who they worked with that you know and mention it in the first few minutes of talking to someone!

Find something unique about the person you are about to speak to and mention it in the first few minutes.

You may think the 20-minute call with a recruiter is a formality but I can assure you that how you sell yourself to a recruiter counts. And who doesn’t like getting their ego stroked with a nice comment about what they post on the web?

Selling yourself can feel like a challenge but If you want to Ace the interview and get the job, make friends with everyone you meet during your interview process, the recruiter included.

A simple bit of research will help you do this.

Knowing a bit about who you are interviewing will help you make a great impression.

It’s the easiest way to get your interviewer to like you!

Hope you agree, what other tips do you know for selling yourself?

*This is the first part of a series of interview tips on how to Ace your next interview and get the job you want. Please feel free to check out more about me on my blog about my life in Recruitment or connect with me on LinkedIn or Twitter