Sourcing is Selling: Why a Sourcer MUST Know How to Sell

According to a recent survey conducted by SourceCon, 79% of the individuals with the word “sourcer” in their titles are responsible for engaging candidates and presenting them with opportunities. With that in mind, sourcing training programs should move beyond only teaching candidate identification techniques, and start to include candidate engagement training, to better serve the sourcing and recruiting community.

In this video, Johnny Campbell makes the case that sourcers must ensure they are good at selling to survive.

Let us know if you agree in the comments section below.

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Jeremy Roberts, SPHR, is VP, Customer Experience at HiringSolved. He is the previous Editor of SourceCon. Prior to joining the ERE Media team, he spent over a decade working as a recruiter, sourcer, and sourcing manager. This time was spent in diverse environments, including third party agency settings (retained and contingent), recruitment process outsourcing (RPO) providers, and internal corporate HR departments. His previous employers include the MHA Group, Ajilon Finance, Korn Ferry Futurestep, Raytheon Space and Airborne Systems, and Randstad Sourceright, US. He resides in Corinth, TX with his wife and 3 children.

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2 Comments on “Sourcing is Selling: Why a Sourcer MUST Know How to Sell

  1. Oh yes. The search is only one aspect of sourcing. You have to be able to personalize your the position for the person. Why should they spend time entertaining your gig. Why would they make the move. Without sales capabilities all you have are contact lists with no value.

  2. Agree!

    With the amount of data available online a sourcers role I believe needs to evolve into more of a marketing role being able to engage, elicit CVP and be able to present a Compelling, Authentic & Different (CAD) opportunity to the potential candidates. I believe this is more than selling (as this is only part of it) it’s more like marketing. Key steps are: identify (longlist),engage & attract, profile(career aspirations, capability, skills etc…), segment (market content, companies that match profiling), CRM (candidate relationship management – shifting motivation over time to join your organisation and/or apply for active roles), recruit (when they are job ready and you have role that matches there needs).

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