Come listen to my story about a man named Tim.
Poor Recruiting Pro, barely kept his family fed.
And then one day he the internet came along,
and up on his screen came a bunch of profiles.
Candidates those are. Money, in people form.
For those of you that are under 40, you might want to go Google Beverly Hillbillies theme song…
What the hell is going on in this world?
I started my career out as a ‘Researcher’. Little did I know, that was really just sourcing (or at least what we call sourcing today). My job was to find candidates for jobs we had open. I find a candidate. Do a basic screen. Pass them onto a recruiter who sold them to the client/hiring manager.
I then got my own clients/hiring managers and did the full boat. Find the jobs. Find the candidates. Make the offers. Etc.
When I went to corporate Talent Acquisition almost every shop was doing it the same way. Recruiters were assigned departments, business units, hiring managers, etc. They would work with those individuals when they had openings. Post jobs. Screen incoming candidates. Attend campus job fairs. Maybe, just maybe, a little bit of outbound calling – those were the rock stars. And complain how crappy their ATS was, and how awful the hiring managers were.
That was corporate Talent Acquisition, as I know it, from 7 years ago.
During this time, Sourcing became a thing. Everyone needed to now, break up “Talent Acquisition” into Sourcing and Recruiting. Sourcers found candidates. The premise being we need ‘outbound’ activity happening. Actual candidate hunting. Recruiters then did screening, setting up interviews, offers, etc.
Somewhere over the past five years. Sourcers have become what Recruiters used to be. They find candidates. They screen candidates. They set up interviews. I know some are even closing the deal with offers.
So, my question is, today, what the hell do Corporate Recruiters do in those shops that have Sourcers?
It seems like corporate recruiters are now advanced admin professionals. They really don’t have any skills to speak of. I’m honestly asking TA Leaders! If you have Sourcing doing all of the skill-based activities of recruiting, what are you paying recruiters for? It would seem like you could get some really good Admin Pros do all of the work you have Recruiters doing.
Am I off base on this?
This came up because I met with a TA Leader who was paying their corporate Recruiters $85-100K in salary. She was also paying Sourcers a bit less, $65-80K in salary. When I dug into what they were actually doing, it seemed to me the most valuable of the two was easily the Sourcing Pros! The Recruiters did almost nothing of value for what they were being paid.
The hiring managers in this environment even went to the Sourcing Pros to get information on candidates! Basically, the Recruiters set up interviews, made offers, and onboarding. To be fair, they were also in charge of ’employment branding’ for which they had an outside firm doing all of that work. Sourcing Pros had candidate experience, recruitment marketing, ATS/CRM, job postings, etc.
It seems like this is coming full circle. We split the function and now the Sourcers are just becoming what Recruiters used to be. A one-stop shop for filling positions.
What I’m quickly seeing is that the value of these two positions is quickly becoming uneven. When “Sourcing” as a concept was introduced, it was to have better efficiency in recruiting. Take a difficult function. Split into two parts, and let folks specialize. Through this specialization and synergy, you’ll get more work then everyone running their own desk. Great theoretical concept!
What I’m finding in most organizations is that the theory isn’t meeting the actual result.
Are you seeing or feeling the same thing? Hit me in the comments, I’m truly interested.