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Sep 6, 2019

We all occasionally love instant meals, and clients and hiring managers are no different. Sometimes they want their meal (in this case, the perfect candidate) as fast and efficiently served to them as possible. Other times they want to know how you as a rockstar sourcer/recruiter managed to make this happen.  The article that follows will help you reveal to your client and hiring manager your sourcing activity, so they can rest assured that you are doing a fantastic job for them.

Once you pass on the details to that hiring manager, he or she will be so loaded up with data they will think even higher of you because you will have not only made the hire, you will have educated them as well.

This is done through the reporting of real-time market information obtained from many candidate screens and then communicated back to the client or hiring managers. This information can be used to correct salary ranges for jobs based on what qualified candidates might find appealing enough to make the job switch.

When the job descriptions are written, they are usually done with market information that may be dated and also done from inside of the bubble of the company itself. A sourcer who communicates with qualified, passive candidates will receive more current information as to what would be appealing to those candidates to make them want to leave their current employer for the company the sourcer represents. This new information makes the job more efficient in the future.

It has been my personal experience that clients like to review the data (sourcer notes along with profiles of silver and bronze medalist candidates who almost got offers) after the fact. This new data helps the employer make a better job description the next time they must open a similar role up.

All information can be kept current with the right spreadsheet to illustrate that you are the sum of your work.

To architect a sheet that you can turn in once the position is filled, you will need to start with some basics: create dates, names, linked in profile, company job title, and candidate location in column headers. Then have rows divided into the following information:

  • Your pipeline of identified candidates.
  • Your pipeline of interested candidates from above.
  • Your pipeline of candidates to schedule for a screen.
  • Your pipeline of candidates who screened and therefore submitted.
  • Your pipeline of submitted candidates who the client liked (With reasons provided from the client).
  • Your pipeline of submitted candidates who the client rejected. (With reasons provided from the client).

This is a two-way learning experience for you as the sourcer and the client as to what is working and what is not.

After the hire is made an offer up these details to your client/hiring manager, he or she will be most grateful, and you will continue your journey as a “rockstar” sourcer/recruiter.