Take a glimpse into the hiring manager’s world; the unemployment rate is back down to pre-recession rates of 4.4% and the demand for skilled sourcers is a very real need. Every day we go without hiring a sourcer, puts recruitment managers further behind what they need to accomplish to meet internal metrics. However, that is an even stronger reason as to why hiring managers will not settle for anything less than the best. You want the job, and they need a top-notch sourcer, so let’s talk about how to interview and get that offer successfully!
There is a multitude of traits that a successful sourcer needs to have to be successful. The top qualities for me when hiring is, excellent listening skills, tenacity, and strong problem-solving skills with a competitive nature to help fuel the drive towards goals. These traits are typically possessed by someone that is self-driven, and that sums up what a sourcer is in a nutshell. Sure, we are driven by SLA’s and metrics, but those numbers don’t mean a thing unless we as individuals assign meaning to them. That competitive streak and a passion for what you do helps to fuel the desire to push your recruiting strategies forward and successfully fill the job.
We need to make sure that you stand out from the pack! Let’s talk about how to showcase your strengths in your next interview. You have heard all the advice that’s been given to candidates on how to interview, and we have a pretty good idea of what the hiring manager is looking for, so now how do you bring those to light for yourself? Start off by approaching this interview as you would a sourcing strategy.
What’s our goal?
We need to set yourself apart from the other candidates interviewing. You are going to do that by showcasing what makes you an exceptional sourcer. Now, let’s think about your interviewer. How do you best showcase your strengths to best address their needs? You know your resume inside and out, but can you provide real-life examples with meaningful data behind the story? If the recruiting manager is interviewing you, what is meaningful to them? Yes, they want to know about metrics, but what showcases your value is how you managed a search that did NOT go as initially planned.
Strategy: Listening Skills
Ok, so we have a job search in mind to use as an example. What was your recruiting strategy? Were there any red flags during the collaboration call with the recruiter? If so, how did you handle them? Be able to illustrate a robust, multi-faceted recruiting strategy for your example and what your target metrics were for your time to submit and time to fill.
When did you determine that the search was not going to work as planned? How did you adjust your strategy try to solve it on your own? Did that fix the problem or did you have to escalate it and share the knowledge that you had learned? If so, give examples of how you raised your questions with quantifiable data (e.g., compensation, location or requirement issues, etc.) and possible solutions you proposed going forward. Remember, it is a positive thing to have learned lessons along the way. Not all recruiting strategies work for every job, in every geography. There will be lessons learned, and the most important thing is that you can articulate what they were and how you used them to push forward.
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Contingent Workforce Strategy Survey With ERE and Aptitude Research
Driven to succeed!
How did you end up filling the job and what were the final metrics surrounding it? Keep in mind that the latest SHRM recruiting report showed an average TTF is 41 days and within that, nine days to start the screening process. How did you stack up against those or your company metrics? Express the sense of urgency you had to fill the requisition and how you measured the results you were found to adapt where necessary. Remember to share the good and bad in this story along with the eventual success. Everyone loves a happy ending, but it is the journey that makes us appreciate it.
Turn that interview around! I cannot stress enough how important it is to have questions for your interviewer. It shows that you have an interest in the position, the company and the department. Ask why the role is open, types of jobs you would be supporting, the metrics they currently have for time to submit, time to fill, etc. and finally, ask about the hiring manager’s management style and future career growth. You don’t want just another “job”, you want a career!
Finally, always be closing! Ask for the job, people! If you are interested in the role and want it, say so. Again, they are looking for someone who is driven towards goals. It never fails to impress when a candidate sums up what was listed as important experience for the job, outlines how they met those requirements, tells me that they want the position and why. That level of professionalism and enthusiasm is the perfect end to a great interview.
Take a look at the most recent data from SourceCon’s 2017 State of Sourcing Survey.