Your First Day on the Job as a New Sourcer

If you have been following my articles on SourceCon, you know I recently started a new job as a sourcer. This article will divulge what I discovered in the first few days of my new job and the information I learned that might be helpful for you when you start a new job.

My first day was both exhilarating and frustrating as I wanted to begin sourcing for candidates immediately. As you can imagine there was a considerable amount of paperwork to be completed. My manager reassured me that I would get to source soon. My manager was experimenting with a new sourcer, and researcher model and I was the guinea pig for this project. No pressure.

After a few weeks of trying to gain access to our systems with a fully functional computer, I finally had the opportunity to begin sourcing for candidates. For me, my greatest predicament was understanding and reading the job descriptions, as this was a new industry for me. Fortunately, my manager provided me with a lot of resources to help me learn, and I took full advantage of my researching skills to learn even more about this industry.

In the beginning, my manager and I had a few hiccups, mainly around communication. It didn’t help that I was a remote employee, which made things a little challenging at first. After a few meetings with my manager, we agreed that he would always be copied on my emails and list generation submittals and other messages with staff, so he knew everything that I was working on at all times.

Not only was there a learning curve in communication with my manager, but I also had to learn how to best work with each recruiter. Given that I was in a new experimental position, they also had to learn how to utilize my skills and expertise best. Each recruiter was unique but over time; we developed a system that worked best for all of us. The recruiters would provide me with the must-have job requirements, location, level, etc., and I would give each recruiter lists, resumes, profiles, and any other candidate information I found. My manager loved this plan and joked, “they should be careful what they ask for.” I laughed since I got it, but when he told the recruiters, they did not. After my first submittals to each recruiter, they got it. Within a week all five recruiters I initially worked with had a list of over 100 candidates each.

After I completed this task, I moved on to work some new recruiters and or positions. This became the pattern, a hit and run type approach. They provide me with the needs, and I gave them lists and moved on. If they needed more candidates or more help, I came back around and found what they needed. To me, this worked great as I love having to change it up from time to time. It also worked well for them because I was giving them plenty of time to move on what I gave them rather than giving them a new list every day.

Another practice we do, that I got involved with is something they call a sourcing blitz. A sourcing blitz is a cry for help from recruiters who are in desperate need of candidates. I got to do a few of them and had a blast. I would only become involved when this position was in high priority status. I have officially become my company’s tiger sourcer, and it is excellent.

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All of this did not happen overnight. It took time and a lot of communication for my manager and me to figure out how to best utilize me. However now, that we have, things are going great.

So what did I learn from all this that I can pass on? Well for one, be patient when you first start. It can take time to get up and to run entirely. It can also take time to see how you best fit in. You will need to work with your manager to figure out your strengths relative to your teams, and where you can best help.

Research is very very important to both understanding what your company does, what they look for, how best to help and fit in. All that said, the key to everything is good two-way communication, asking questions and a go-getter attitude.

There you have it, the end of my journey as new sourcing trying to find a job. I hope it helps you next time you are looking.

Jeremy is a Social Talent Ninja Certified Sourcing Professional who has not only received his certification but has been mentored by some of the best in the staffing industry. He is a Senior Talent Sourcer for Lockheed Martin.

Jeremy got his first hint at recruiting when he was recruited for both college and pro baseball. He then got a chance to do sourcing himself  as part of the “Search Authority.” He did this while attending college and getting his associates degree.

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