How to Set Goals for Sourcers – Part 1 by @TravisWindling

 

For a leader setting goals for members of a sourcing team, the largest challenge is often the lack of having a historical benchmark. Sourcing metrics are often quite different from recruitment metrics but recruitment metrics can offer a good place to begin. If you have several recruiters who recruit for a specialized skill set, it can be good practice to address their performance benchmarks when setting goals for a sourcer.

Here is a scenario to explain how you can go about setting expectations for sourcers.

There are 4 recruiters who recruit for BA position currently in the company.

Recruiter BA Hires Total Hires
A 37 179
B 55 132
C 12 277
D 60 105

Using this data, it’s possible to approximate average time spend on both on each position as well as specifically on each BA role. In order to solve this, it requires setting up several equations and averaging the results.

Let x= average hours to fill a BA position

Let y=average hours to fill the other positions

Then, using the example:

Recruiter 1:         37x+142y=2000

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Recruiter 2:         55x+77y=2000

Recruiter 3:         12x+265y=2000

Recruiter 4:         60x+45y=2000

Solving:

Equations x y
1&2 26.2 7.3
3&4 28.6 6.3
1&3 30.4 6.2
2&4 29.8 4.7
1&4 28.3 6.7
2&3 27.5 6.3
Average 28.4 6.3

Using this average working time per hire, you can calculate a realistic number of hires goal based on a full time head count working on this type of role. In this case it should be an annual goal of 70 hires (2000/28.4 = 70). Sourcers can typically fill more reqs than recruiters based on the similarity of the role and the ability to repurpose candidates so it would be fair to use this as a baseline. There are a number of other considerations that should be accounted for including business climate, needs, labour market, reputation and many more.  These mitigating and aggravating factors will be addressed in more detail in part 2 of this article (coming soon).

Travis Windling has spent the last 5 years in talent acquisition working across multiple industries including financial services and technology on both agency and corporate assignments. Travis sits on the board of directors for a mid sized local charity and leads sourcing for a global Fortune 500 company. He loves all things tech and enjoys fiddling around with new apps and hardware. Travis holds a bachelor's degree from the University of Waterloo and a post graduate certificate in Strategic Human Resources Management from Conestoga College. When not professionally stalking wealth and tech professionals, he enjoys spending time with his wife and new baby daughter at the cottage in Northern Ontario. Follow him on Twitter and connect with him on LinkedIn.

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5 Comments on “How to Set Goals for Sourcers – Part 1 by @TravisWindling

  1. I am greatly looking forward to the second part of this article, hoping that there will be more focus on metrics for goals around quality submittals rather than hires, since a sourcer does not typically have any control over what happens to their proactively sourced non-applicant prospect once it is handed off to a recruiting partner.

  2. And yet, Amybeth, some companies will still insist on the number of hires as a measure of a sourcer’s success… It will be really interesting to see the second part of this I think 🙂

    1. Baby steps 🙂 It’s the responsibility of the talent attraction leadership to help steer that discussion and ultimately the mental shift. Unfortunately, so many have never sourced before therefore they don’t have a PoV to understand the differences. Education!

  3. A bit of a teaser…quality of the funnel is addressed but really the only value add is the business impact $$. The actual quality piece is more based around coachables in my mind.

    1. In theory, quality sourcing submittals SHOULD lead to less time to hire good people, which tackles the issue of $$ and business impact. I am looking forward to your part 2.

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