Sourcing vs Recruiting: What’s the difference between them

Sourcing and recruiting are terms that are often used interchangeably. They serve distinct purposes, but both with the same goal in mind: to find and hire the best talent. 

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What is sourcing? 

Sourcing is the process of actively identifying potential candidates for a job, particularly passive candidates not actively seeking roles. Sourcers, HR professionals specialized in sourcing, utilize techniques like social media outreach and competitive research to find suitable candidates. 

This process helps build a robust talent pipeline and ensures a smooth hiring process by engaging potential candidates early on. It supports the talent acquisition strategy by attracting both active and passive candidates. 

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Key responsibilities in sourcing 

A sourcer's key responsibilities typically include: 

Talent sourcing 

Talent sourcers identify potential candidates for open positions through job boards, social media, and professional networks which makes for a strong talent pipeline. 

Screening 

After sourcing, they thoroughly evaluate potential candidates' qualifications to ensure they meet the hiring requirements and are suitable candidates for the job. 

Market research 

Talent sourcers also conduct thorough market research to stay informed about industry trends and competitor strategies to attract top talent. 

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Collaborating with hiring managers 

Sourcers work closely with hiring managers to understand the specific needs of each role, helping to develop a targeted talent acquisition strategy that enhances the recruiting process. 

Continuous improvement 

They also stay updated on the latest sourcing techniques and tools to improve their approaches, ensure a positive candidate experience, and support future hiring needs. 

What is recruiting? 

Recruiting, often termed as talent acquisition, involves the entire hiring process, from sourcing and recruiting to selecting the best-suited candidates. Recruiters find suitable candidates with the desired skills by conducting initial screenings and scheduling interviews. This ensures that the hiring team meets qualified job candidates more efficiently. 

Key responsibilities in recruiting 

Although they might sound similar, a recruiter's key responsibilities include: 

Relationship building 

They establish and maintain connections with candidates, hiring teams, and other stakeholders, building rapport and providing updates to ensure a positive experience for all involved. 

Job analysis 

Recruiters analyze job descriptions to pinpoint required skills and responsibilities, ensuring they are on track to find the perfect fit. 

Talent acquisition 

They actively seek out potential candidates through diverse methods like job boards, social media, and networking events, aiming to engage the best possible matches. 

Screening and interviewing 

Recruiters conduct initial screenings and interviews to assess qualifications and fit, using phone or video calls to narrow down the field. 

Skills evaluation 

They evaluate candidates' skills and competencies through various methods such as technical assessments or aptitude tests, ensuring they meet the job's demands. 

Background checks 

Part of the process involves verifying candidates' backgrounds, including educational and employment history, to ensure reliability and credibility. 

Hiring management 

Recruiters oversee the entire hiring process, from scheduling interviews to gathering feedback, ensuring everything runs smoothly for both the company and the candidates. 

Staying updated 

To stay ahead, recruiters stay updated on industry trends, technologies, and strategies, ensuring they are equipped to attract and acquire top talent effectively. 

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Sourcing vs recruiting 

Sourcing focuses on finding suitable candidates through methods like data mining techniques and networking events. It identifies potential candidates who match the job description and desired skills, often before they apply to job postings on job boards. 

Recruiting, on the other hand, involves the entire hiring process, from initial contact to selection, and is broader than just sourcing. It includes conducting initial screenings, scheduling interviews, and evaluating candidates to find the best fit for the open positions. 

The primary difference between sourcing and recruiting lies in their focus and scope within the talent acquisition process. Sourcing lays the groundwork by identifying qualified candidates, while recruiting ensures that the hiring team finds the best candidates and successfully brings them on board. 

FAQs  

Now that you understand the difference between sourcing and recruiting, let's discuss some frequently asked questions about them. 

Why is it important to keep sourcing and recruiting separate? 

Keeping sourcing and recruiting separate ensures that the hiring process runs smoothly and efficiently. Sourcing involves identifying and attracting potential candidates, while recruiting focuses on evaluating and selecting the best fit candidates for open positions.  

This division of labor allows recruiters to concentrate on engaging and evaluating potential candidates, while sourcing specialists focus on finding high-quality candidates through various channels such as job boards and industry-related groups. 

Without a clear division of labor between sourcing and recruiting, the hiring process can become disorganized and ineffective. This could lead to confusion, duplication of efforts, longer hiring process, and increased hiring costs. 

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How can you successfully combine sourcing and recruiting? 

Successfully combining sourcing and recruiting involves making use of technology, such as applicant tracking systems (ATS), to save time and resources. Additionally, developing talent pipelines and maintaining communication with passive candidates can ensure a steady stream of potential hires for future needs. 

What are the key metrics to track in sourcing and recruiting? 

When it comes to the hiring process, tracking key metrics is crucial for success. You can also take advantage of tools like Real-time Job Posting Salary Data that gives you access to key job metrics such as total job postings, hiring companies, and average job duration. 

Here are 5 key metrics to track in sourcing and recruiting: 

1. Qualified candidate ratio: Measure the proportion of qualified candidates sourced against the total number engaged. This will tell if the sourcing and recruiting functions successfully attract candidates with the desired skills specified in the job description. 

2. Time-to-hire: Track the duration from initial contact to hiring. This metric can help identify the efficiency of the entire hiring process and allow necessary adjustments to speed up talent acquisition while maintaining quality. 

3. Cost per hire: Evaluate the expenses incurred throughout the recruiting process, including job postings, networking events, and administrative tasks, to optimize hiring costs. 

4. Candidate satisfaction score: Measure the satisfaction level of potential candidates with the recruitment process, including initial screenings, and interviews, to enhance the company's reputation and attract more qualified job candidates. 

5. Offer acceptance rate: Measure the percentage of qualified candidates who accept job offers. This will indicate the effectiveness of the sourcing and recruiting strategy.