My deck presented on SourceCon Fall 2015.

1. identifying the sourcer DNA
Balazs Paroczay

2. 2Jan 2013

3. 3 May 2013

4. 4 Aug 2013

5. 5 Oct 2013

6. 6 June 2014

7. 7 Feb 2015

8. 8 June 2015

9. 9
Dallas
EMEA
Budapest
where to play

10. 10
qualified
interested
available
how to win

11. 11
sourcing recruiting
sourcing at its best position

12. We need native/close-to-native
language skills...
...we cannot hire only experienced
sourcers/recruiters.
We have to build our own regiment.
ONETWOoo
very first lessons learnt

13. 13
what is not a selection requirement

14. 14
what is not a selection requirement

15. 15
what is not a selection requirement

16. 16
digital connection/„geek”
<3 social media
somewhere to start...
analytical skills
talking
qualifying
consulting
searching
communication
hard working/resilience
sales in the blood
learning
openness/360
responsible
diversity
be very smart
out of the box thinking
social
problem solver

17. 17
digital connection/„geek”
<3 social media
somewhere to start...
analytical skills
talking
qualifying
consulting
searching
communication
hard working/resilience
sales in the blood
learning
openness/360
responsible
diversity
be very smart
out of the box thinking
social
problem solver

18. 18
psychometrical testing

19. 19
psychometrical testing
cognitive skills
behaviour
drivers

20. 20
1
2
3
4
5
6
7
8
9
10
entire Center (#rsrsrc)
top performers
bottom performers
learning index distribution

21. 21
implementing into a sourcing world
1. Check what seems to be a general
sourcing competency
2. Understand where the best of the best
make a significant difference/peaks
3. Look for
similarities in
the bottom
performers’
DNA

22. 22
cognitive capabilities
learning
index
verbal
skill
verbal
reasoning
numeric
abality
numeric
reasoning

23. 23
0%
5%
10%
15%
20%
25%
30%
35%
40%
1
2
3
4
5
6
7
8
9
10
verbal skill (vocabulary)
Extraordinary
great sourcers
seem to speak
less... colorful 


24. 24
0%
5%
10%
15%
20%
25%
30%
35%
40%
1
2
3
4
5
6
7
8
9
10
verbal skill (vocabulary)
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
1
2
3
4
5
6
7
8
9
10
numeric reasoning (analysis)
Extraordinary
great sourcers
seem to speak
less... colorful 

Bottom-end
performers may
struggle more
with data-driven
analysis 


25. 25
behaviour traits
energy level/multitasking
assertiveness
sociability
manageability
attitude/trust
decisiveness
accomodating
independance
objective judgement

26. 26
0
1
2
3
4
5
6
7
8
energy level
assertiveness
sociability
manageability
attitudedecisiveness
accomodating
independance
objective judgement
first look on the average of the nine behaviour traits –
top vs. bottom

27. 27
1
2
3
4
5
6
7
8
9
10
1
2
3
4
5
6
7
8
9
10
energy level (multitasking)
decisiveness
Extraordinary
great sourcers are
faster and can
well multitask 

Bottom-end
performers may
need more time
and info to make
a decision 


28. 28
average is just one measurement – be careful!
Assertiveness
1
2
3
4
5
6
7
8
9
10
Assertiveness gives
a significant sourcing
skill, however, it may
not be the ultimate
differentiator
between top/bottom
performers


29. 29
0
1
2
3
4
5
6
7
8
energy level
assertiveness
sociability
manageability
attitudedecisiveness
accomodating
independance
objective judgement
first look on the average of the nine behaviour traits – all
sourcers

30. 30
skills where you are good to have a wide range – build
diversity!
Manageability
Attitude
Accomodating
Independance
1
2
3
4
5
6
7
8
9
10

31. 31
1
2
3
4
5
6
7
8
9
10
objective judgement – strong middle value is the best!
Most top sourcers
have middle-value
objective judgement
skill 


32. 32
drivers

33. 33
driver mix – all sourcers
0
1
2
3
4
5
6
7
enterprising
financial/administrative
people service
scientific/technical
mechanical
creative

34. 34
0
1
2
3
4
5
6
7
enterprising
financial/administrative
people service
scientific/technical
mechanical
creativecreative
enterprising
people
services
driver mix +top performers

35. 35
0
1
2
3
4
5
6
7
enterprising
financial/administrative
people service
scientific/technical
mechanical
creativecreative
enterprising
people
services
driver mix +bottom performers

36. 36
 High learning capabilities that both require continuous and quick
learning. Top sourcers with high learning will always be on the move to
get new ways to recruit
 Okay vocabulary is more than perfect. You do not need Shakespeares
in this role but the ones that can communicate and negotiate well by
using powerful patterns and simpler expressions
 Very strong data-analysis skill set, feeling comfortable with numbers
and making decisions based on data
 Higher energy level will simultaneously run every portion of the wheel
in the same time and look for and make quick wins
 Strong decisiveness to not be afraid of making quick (and less sure)
decisions
 Middle objectivity will help constantly balance between the candidates’
story and the HMs’ strict requirements
 Most ideally your sourcer have a driver of creativity (approaching
problems in a new and colorful way), enterprising (keeping your
colleagues in the lead who build and request commitment and
dedication to their projects) and people services
sourcer DNA

37. 37
re-fining #rsrsrc recruitment
 Testing built into the regular selection
procedure (early stage)
 Data gathered on 400+ applicants/ employees
 Attrition is <8%
 Helped us build and experience competency-
based graph theory

38. 38
questions?