Organizational Wellness

What Does a Business Sourcer Do?

Nov 13, 2023
Last Updated May 10, 2024

Hiring the best person for the job seems like a simple task at first, but anyone in human resources can tell you just how involved this process can be. HR leaders and hiring specialists want that great candidate out there who will thrive in the position they are hiring for; but, attracting that person and making a competitive offer takes time, resources, and an intentional strategy. 

A business sourcer, also known as a recruiting sourcer or talent sourcer, is a hiring expert that takes responsibility for this strategy. Instead of counting on the right candidate to find your open role, a sourcer takes a more proactive approach to discovering potential employees for your organization. 

Business sourcers are core members of your talent acquisition team and can make a huge difference in bringing in the top talent in your industry to your business. The ripple effect of their efforts can be felt throughout the entire recruitment process–they positively influence the candidate experience, accelerate time-to-hire, and bolster the company's employer brand. Here’s everything you need to know about what business sourcers do and how they can help enhance your talent acquisition strategies!


Defining the Role of a Business Sourcer

A business sourcer proactively identifies and engages potential job candidates by leveraging research and networking skills to build a pipeline of qualified talent for specific organizational roles. You can think of them as talent scouts for your organization who are especially skilled in uncovering hidden talent and initiating meaningful connections in a given industry. 

More specifically, these professionals focus on outreach by leveraging their research skills, networking prowess, and understanding of market trends. Often, sourcers seek out potential candidates who may not be actively looking for new opportunities but possess the skills and qualities that align with the organization's needs for a particular role or team. 

Navigating the Talent Landscape

One of the primary responsibilities of sourcers is to identify potential candidates from various sources, including social media, job boards, and networking events. On social media, sourcers mine platforms like LinkedIn, utilizing advanced search filters and keywords to uncover profiles that match desired skills and experience. They also scan job boards for active job seekers and attend networking events to engage with professionals who might not be actively job hunting. Sourcers then create a comprehensive and diverse candidate pool to work with to help organizations fill their open roles. 

Engaging and Building Relationships

Engaging and building relationships is a cornerstone of a sourcer's role, as they aim to attract and establish rapport with potential candidates in a competitive job market. To pique candidates' interest and foster meaningful connections, sourcers employ various strategic approaches, including the following:

  • Personalized outreach: Business sourcers tailor their initial outreach messages to each candidate, highlighting shared interests, experiences, or mutual connections. This personal touch demonstrates genuine interest and prompts candidates to engage in conversations.
  • Value proposition: Sourcers articulate the unique value proposition of the organization and emphasize how the candidate's skills align with the company's mission and goals. They also describe how the organization benefits the candidate, such as offering a competitive salary. This helps candidates envision their impact within the company.
  • Clear communication: Effective communication is paramount. Sourcers craft clear, concise messages that convey the role's benefits and potential growth opportunities. They also actively listen to candidates' responses to better understand their motivations and aspirations.
  • Highlighting relevance: Sourcers highlight how the candidate's background and achievements align with the specific role and company culture. Demonstrating a keen understanding of the candidate's profile creates a sense of belonging and relevance.
  • Networking events: Attending industry events and meetups allows sourcers to connect face-to-face with potential candidates. These interactions create a more memorable impression and foster a sense of familiarity.
  • Candidate-centric approach: Sourcers focus on the candidate's needs and career aspirations by showcasing how the company can contribute to their professional growth. This approach establishes trust and demonstrates that the organization values the candidate as an individual.
  • Follow-up and feedback: Consistent follow-up and feedback demonstrate respect for candidates' time and effort. Whether or not a candidate is selected, providing feedback on their application or interview helps maintain a positive connection.

Collaborating with the Recruitment Team

The sourcer position falls under the talent acquisition area of the HR team structure and plays a pivotal and specific role on the recruitment team. This position is commonly confused with a recruiter, and while a sourcer is similar to a recruiter, they aren’t exactly the same. 

A sourcer has a singular focus on the first part of recruiting—sourcing or finding the best potential candidates. This expert prioritizes bringing on skilled employees who will benefit from and add to your bottom line and your company culture. Once they establish a pool of prospective candidates, they leave the rest of the talent acquisition process in the capable hands of other HR specialists. 

Recruiters then bring their expertise in assessing candidates' suitability for specific roles by conducting interviews, and managing the overall candidate experience. They interpret the information gathered by sourcers and delve deeper to determine the best fit for the organization's needs. 

Effective collaboration between sourcers and recruiters involves constant communication. Consider having regular meetings so that sourcers are aware of any evolving role requirements and organizational changes. This enables them to refine their candidate sourcing strategies accordingly. Likewise, recruiters provide valuable feedback to sourcers about the quality of candidates, further helping them refine sourcing criteria over time.

Evaluating Fit and Qualifications

In LinkedIn’s “The Future of Recruiting” 2023 report, 94% of the surveyed recruiting professionals said that understanding employee skills is a requirement to make informed talent decisions. This is a standout reason to have a sourcer–the sourcer does the research and legwork to understand and evaluate the position, skills and experience required, and traits that will best suit the job opening. They also evaluate resumes, portfolios, and online profiles, and they understand the essential soft skills for the position, like communication and professionalism.

Equally important is assessing the candidate’s fit for the company culture, not just the role itself. Sourcers must first research and understand the company's values, mission, and work environment so that they can easily identify candidates who will flourish in the organization. Then, sourcers can engage candidates in conversations that delve into their work preferences, collaboration and communication styles, and long-term career goals. Sourcers contribute to a holistic assessment that ensures candidates are capable of the job and will excel within your unique ecosystem.

Work Culture Starts with Hiring

Taking care of employees truly starts with sourcing; are you attracting people who will thrive in your company culture? Are you taking care of your current workforce by hiring good fits and leaders who will add value to your operations? With some dedication, research, and collaboration with other HR experts, a recruiting sourcer can make sure that a new hire is set on the right track from day one.

The moment potential employees first interact with your brand and values means your organizational culture is on display. HR has the task of maintaining the promised culture shared during this onboarding process—and one way your organization can uphold those standards is by providing valuable benefits for the workforce. 

Wellhub can help you nurture your organizational culture so that it prioritizes wellbeing, especially by offering unique benefits and wellness strategies. Talk with a Wellbeing Specialist to get the process started!

Company healthcare costs drop by up to 35% with Wellhub! (* Based on proprietary research comparing healthcare costs of active Wellhub users to non-users.) Talk to a Wellbeing Specialist to see how we can help reduce your healthcare spending!



Wellhub Editorial Team

The Wellhub Editorial Team empowers HR leaders to support worker wellbeing. Our original research, trend analyses, and helpful how-tos provide the tools they need to improve workforce wellness in today's fast-shifting professional landscape.


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