Today, we’ll talk not only about recruiting and not only about IT. We’ll discuss professions related to workforce acquisition. We’d like to understand the responsibilities of a recruiter, sourcer, and HR manager, and comprehend how they are similar and different.
Beforehand, it’s worth mentioning that the functional duties of all three professions often intersect. This depends on the specific position the specialist hugs and the policies of the company or agency they work for.
In general terms:
The essence of a recruiter’s work
1.Recruiter – a full-cycle specialist. Performs work on finding qualified employees upon the request of a company or recruitment agency. The responsibilities include the entire range of necessary actions:
· communication with the employer, composing and posting job vacancies;
· reviewing candidates’ resumes and analyzing them;
· direct search and selection of candidates;
· conducting interviews;
· providing feedback;
· signing offers and handling objections.
Essentially, the recruiter’s work ends when the candidate is hired. A professional recruitment agency can support the candidate at all stages of selection, provide consultations, and offer feedback.
What a co-sourcer does when looking for staff
2. Sourcer. This is often a specialist who performs part of the work within the overall recruitment process. Specifically, the process of finding suitable candidates for a position is called sourcing. Sourcer is involved in directly searching for relevant candidates from specific sources. They must possess good technical skills and analytical thinking. This type of search process is most commonly encountered in IT recruitment.
The task of a sourcer is to find the contacts of suitable specialists. They may not even engage with them directly but instead pass them on to a recruiter for further action. In other words, the fundamental difference between these professions is that a recruiter works with people, while a sourcer works with information.
It may seem that the work of a sourcer is relatively easy. This is not the case at all. There are really strict recruitment agency requirements for sourcers. This profession demands:
· continuous learning of new technologies, training, and development;
· handling a huge volume of information search tasks;
· proficiency in using complex software and applications.
In other words, a sourcer must be a wizard in information retrieval, able to find what others cannot.
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The other rung in the branch is human resources manager
3. HR Manager. Their work begins where the recruiter’s work ends. This is the person responsible for personnel management, usually within the company where the candidate is hired. The main functions of an HR manager include:
· Onboarding new employees;
· Motivating staff, providing training and development opportunities;
· Fostering a positive work environment within the team;
· Handling internal staff migration issues.
We deliberately did not mention the duty of an HR manager, which is common with recruiters and sourcers. This duty is direct personnel recruitment. The company where the HR manager works may assign these responsibilities to them, or they may outsource the task of recruiting new employees to a professional recruitment agency.
As we can see, all professions are equally important and complement each other more than they compete. The labor market only benefits from this dynamic.