HR professionals who are in charge for sourcing and recruiting employees usually work alongside each other. Strong communication between sourcer and recruiter is therefore necessary. In this article, we will discuss about how those two main roles: sourcing and recruiting, contributes to the success of the recruitment process.
Managing various Human Resources activities related to people requires thorough planning and follow up. When it comes to staff recruitment, HR professionals usually have different roles. Each role works on different aspects of the process. In a very simplified way, those processes include:
- CV Screening
- You’re hired!
How to ensure those processes go smoothly?
Which Recruitment Strategies to Implement?
The sourcer must proactively hunt for potential candidates for actual or future open positions, passive candidates who don’t apply through the company website or job boards. The goal of sourcing is to gather relevant information about qualified candidates that meets a job’s requirement. Usually, the sourcer sends the first initial email about the role.
On the other hand, the recruiter must manage each detail from recording job openings, recording applicant information, reactively review resumes and applications sent to the company in response to a job posting or pre-screening candidates, to tracking the status of resumes, overviewing the status of applicants, managing shortlisted candidates, and finally, sharing all the process details within recruitment team. Once candidates are screened, recruiter will then schedule interviews with them.
All of those details require a thorough planning and follow up. When the sourcer and the recruiter invest in a thorough and detailed hiring process, making decision becomes easier. Record well the recruiting process crucial components such as job openings details and all its applicants’ information.
Collaboration is the key. Since the sourcer and the recruiter work alongside each other, they would have to exchange information regarding job openings and candidates.
The recruiter records job openings and the sourcer should be able to overview the details of each job opening, in order to hunt the candidates that correspond to each open position. Once candidates are contacted by the sourcer and their applications are received, the recruiter will then review resumes and do the selection. When all information is centralized in one place, the communication and collaboration between the sourcer and the recruiter becomes more efficient, which is important for an effective recruitment process.
Which Recruitment Tools to Use?
To facilitate the collaboration between the sourcer and the recruiter, sharing the same tool is a solution. When the sourcer or the recruiter make updates or changes, the tool should take the updates into account automatically.
For these needs, there are many tools in the market offering solutions.
Applicant Tracking System (ATS)
ATS is one of the tools that facilitates hiring processes including job distribution, screening, interviewing and more. But, this software can get quite pricey, especially for small medium enterprises.
The affordable solution is often by using spreadsheet. Yet, it also comes with its own limitation when it comes to collaboration. “The file is locked for editing by another user” sometimes occurs when the sourcer and the recruiter edit at the same time.
Applicant Tracking Table
Another solution is by using a collaborative table. Focusing in collaboration and sharing at real time, a collaborative table facilitates the communication and the collaboration between the sourcer, the recruiter and the manager.
As a collaborative table, RowShare’s “Applicant Tracking” template is designed to help better handle the recruiting processes. Sourcer and recruiter can record applicant’s information which facilitates their exchange. The manager who will make the decision can give his/her opinions about each candidate interviewed. Tracking each process and collaborating within a team becomes easier.
The manager can control who can access which information. For example, sensitive information such as salary expected of each potential candidate is hidden from the sourcer. This table can also be personalized according to each recruitment’s needs.