What do Corporate Recruiters do in 2015?

Earlier this month, I wrote a post discussing the responsibilities of a corporate sourcer in 2015. The short summary is that the new sourcer looks a lot like a recruiter.

Previously, sourcers were thought to be technical types who built lists of candidates. Now, more organizations are expecting candidates presented by sourcers to be qualified, interested, and available for a specific opening. This has pulled sourcers further into the recruiting workflow.

With this new reality in mind, what does the recruiter do?

Here is some data from the 2015 State of Sourcing Survey that sheds light on that question.

Corporate Recruiter Tasks for 2015

In case you missed the previous post, here is the task list for corporate sourcers.

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What should sourcers and recruiters do with this data?

This data clearly demonstrates that the lines are getting blurred. At this point, the choice we have to make as practitioners is, where do we want to be in the recruiting workflow? Do we prefer the front end of the process (identifying and engaging)? Or, do we prefer the back end (closing, dispositioning candidates, reference checks, working with hiring managers)?

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I’ve held both titles in multiple environments. I speak from experience when I say that both roles have positive and negative attributes. My favorite part of the process is identifying and engaging candidates (no surprise). However, I’m good at closing deals. Because of that, if I’m being measured on actual hires, I’d prefer to run a full desk and make sure my candidates receive an offer instead of trusting a mediocre recruiter to close my candidates and manage an unruly hiring manager.

What should recruiting leaders do to increase the effectiveness of their teams?

  • Clearly define the roles and responsibilities of the sourcers and recruiters on your team.
  • Create a service level agreement that clearly shows where handoffs are to occur. For more ideas on creating a service level agreement and role specialization, read 9 Steps to Improve the Sourcing and Recruiting Partnership.

What observations do you have about the data? Let us know in the comments below.

About the Author

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.