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.
It’s anonymous and the results of the research are just below!
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.
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?
“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!
I wrote this rant on DBR the other day about the people who are always trying to break the recruitment industry. Breaking the recruitment industry is my favorite subject of conversation, I have written about a couple of times before. I start every year blogging about it because I do believe there are still lots of things that need to change in the world of recruitment. Last year I said.
Let not try and break recruitment, let’s get together and build a worldwide community that makes all the recruiters better!
Now DBR has over 1000 members and continues to grow. We are definitely not the only recruitment community out there either. From the Recruiters Online Facebook group to the Recruiters Kitchen in Paris, all of these recruiters getting to know each other and helping each other is making recruitment better for everyone!
So to all of those of you that are still writing “Recruitment is Broken”, I stand by my previous post’s, it is not a wave of bright-eyed and eager tech entrepreneurs armed with Blockchains and Algorithms that will break recruitment.
It’s us recruiters who will fix our industry!
It’s down to every member of the global recruiting community that recruitment is getting better.
I hope this will help you be awesome at hiring in 2018. Please share it on your company slack, email lists or and print it out for the people that still don’t have the internet. It is up to all of us involved in hiring to fix Recruitment.
Recruiters aren’t evil, or whatever else Google cares to say about us.
Tech won’t break recruitment, it will make it better.
It’s up to us the recruiters to fix recruitment.
It’s up to us to tell everyone involved!
Not everyone will be happy with a hiring experience.
Not everyone can get the job but if we all work together we can make hiring awesome together!
Here are my tips in general on how to be awesome at hiring in 2018!
These are practical tips for anyone hiring.
Stop writing bland emails
Think, People first
Hello, we are hiring people here…
Put yourself in the shoes of the job seeker
Get to know who you recruit for
They probably had it written on the door when you walked in. Convincing stories from people in the company are the easiest way to persuade someone to work there.
Get to know who you recruit
You literally just have to walk up to them and ask them things about their job and their industry. My favorite question to ask people is, how would you like to be recruited?
Understand your competitors
Either in locations or industry or role. Finding out about those companies is simple, try stuff like Owler or Blind or Google Maps.
Partner with your hiring manager
Search with them
Literally, sit down, open up your laptop, go on your fave search engine and search for who they want to hire on a database.
Communicate with Clarity
That takes practice, I’m not sure that I am the best to help you on that one, but try it!
Think about what you can automate
Why do 3 emails when you can do 1? Everyone one enjoys things that are efficient!
Write decent job ads.
Everyone has different ideas about job ads, so post a couple of different ones if you have to!
Make applying easy
Seriously. I get so bored after looking at a form for more than a few minutes!
Show off your team
You are probably going to need a hashtag and lots of pom poms.
Ask the people who are on the team to show it off too
They will get you referrals, reward them well, they will get you more referrals!
Ask for feedback
It does open up the door for rants and it can be tough to swallow, but ask for it anyway with a simple form. Did I do OK today?
Constructively and honestly!
Be honest with hiring managers
Use Data, its hard to argue with numbers.
Say No – Often!
Try and do it over the phone, I know its hard but you are not going to hire everyone.
You are a gate keeper, you can’t let everyone past.
Design for Privacy
Yep, we are recruiters, we deal with sensitive data.
Make sure you know how to approach that!
(Oh and GDPR Regulation – this is the newest problem on recruiters list in 2018)
Keep notes, write stuff down. Tag Candidates. I can’t believe I’m still saying this.. seriously.
Oh man… there is so much interesting data in recruitment, start here.
Open up that magic black box of recruitment to the world! (HT Buckland) Telling people it takes 50 interviews to make a hire makes for an interesting conversation.
Help people out that need it
Sometimes it just means looking at their CV with them and showing them how to search for jobs other times and introduction!
The point of the salary survey is to get a better understanding of life as an in-house recruiter today, we ask base salary, the average number of hires per month, company size, teams size and ask questions do you like your job or what bonus do you get?
We will release our findings to the whole world once we start to get a larger data set. In the meantime, if you join us at DBR we can hopefully answer some of the questions we get in DBR’s Slack channel like how much should I pay a recruiter in Ireland? or how many hires per month is normal for my industry?
Suprise Suprise! Inhouse recruiters bonus is not what you think.
When I posted this in a few forums, people were surprised to see that we had put the bonus question. From 150 or so responses so far I was surprised to see how many in-house recruiters are not getting a bonus this year.
Some people will argue that Hires is not a good metric to measure in-house recruiters on and some will say those in-house recruiters should not get bonuses for hires as it may mean they push the wrong people to be hired.
I am not sure if there is a right or wrong, my career started in agency where of course my salary was intrinsically linked to the number of hires I made. As I moved in-house, I realised it is not only about the number of hires but who and how I hired. I have worked in roles that both gave me a bonus and don’t and personally, I prefer to be rewarded when I hit my goal. The Dataset allowed me to ask a couple of questions to start the question.
Do bonuses affect the number of hires inhouse recruiters make?
With such a rich Dataset I was able to do some quick math on the responses so far, the reported average monthly hires are 3.6 hires per month. However, if we only look at an average of people that get no bonus, then they are making 3.2 hires a month and those that are getting 10% bonus are averaging 4.1 hires per month. The numbers speak for themselves.
Do bonuses make inhouse recruiters happier?
In-house recruiters are generally a happy bunch, we asked people on a scale of 1-5 how happy and they responded on average with a score of 4. As I said, a pretty cheerful bunch!
Those people that were getting a bonus were only slightly more, averaging 4.1 whereas those that aren’t getting a bonus are averaging 3.9 as a happiness score. Proof maybe that money doesn’t really make you that happy?
Should recruiters be getting a bonus?
Obviously, there is no hard or fast rule, more than 56% of respondents of the survey so far, are getting one. While it does seem to affect the number of hires, it doesn’t make you that much happier. We don’t have enough responses yet to make this all-encompassing, so I am keen to find out what you think.
Fill out the survey and help us make this a more inclusive data set and tweet me or comment and tell me; Do you think in-house recruiters should be getting a bonus?