Sourcing Specialist

A Non-IT Sourcer is responsible for identifying, sourcing, and engaging candidates for non-IT roles within an organization. They support the recruitment process by finding top talent across a variety of industries and job functions, including finance, marketing, operations, human resources, sales, and more. The sourcer works closely with recruiters and hiring managers to understand hiring needs and deliver a consistent pipeline of qualified candidates.

Key Responsibilities

Candidate Sourcing:

• Identify and source potential candidates through various channels (job boards, social media, professional networks, referrals, etc.).
• Build and maintain a network of qualified candidates for future job openings.
• Research and target potential candidates who fit the required skills and qualifications for non-IT positions.

Screening and Pre-qualifying Candidates:

• Conduct initial screenings of resumes and candidate profiles.
• Assess candidates' skills, experience, and cultural fit with the organization.
• Engage candidates through phone, email, or social media to assess interest and fit for specific roles.
• Collaborating with Hiring Managers and Recruiters:
  
• Work closely with hiring managers and recruiters to understand job requirements, role expectations, and team culture.
• Provide regular updates on candidate pipeline and sourcing efforts.

1. Database Management:
   
• Maintain accurate and up-to-date records of sourced candidates in the applicant tracking system (ATS) or other databases.
• Track and report on sourcing metrics, including the effectiveness of different channels.
2. Talent Pool Development:
   
• Develop and maintain a pipeline of pre-qualified candidates for future roles.
• Engage with passive candidates to build relationships and increase the talent pool.
3. Market Research:
   
• Stay informed about market trends, competitor activity, and industry-specific skills to improve candidate sourcing strategies.
• Assist in creating and improving job descriptions and job postings based on market needs.
4. Candidate Engagement:
   
• Foster relationships with potential candidates through timely and personalized communication.
• Provide an excellent candidate experience during the sourcing phase of the hiring process.
5. Job Posting & Advertising:
   
• Post job openings on various job boards, company career pages, and social media platforms.
• Ensure job descriptions and advertisements are engaging, clear, and aligned with company branding.

Qualifications and Skills:

• Experience: Previous experience in sourcing or recruitment, preferably within non-IT roles (e.g., sales, HR, finance, marketing).
• Communication: Strong verbal and written communication skills, with the ability to engage candidates effectively.
• Research Skills: Excellent ability to research and identify potential candidates across multiple platforms.
• Organizational Skills: Strong organizational skills to manage candidate pipelines and sourcing strategies.
• Tech-Savvy: Familiarity with applicant tracking systems (ATS), CRM tools, and job boards.
• Attention to Detail: Ability to manage candidate data and ensure accuracy in candidate profiles and job requisitions.
• Proactive: Ability to work independently and take initiative in sourcing candidates without direct supervision.

Educational Requirements:

• Bachelors degree in Human Resources, Business Administration, or a related field (preferred but not required).

Key Attributes:

• Strong interpersonal and networking skills.
• Ability to work in a fast-paced environment.
• Problem-solving and critical thinking skills.
• A positive, can-do attitude and passion for talent acquisition.