You Can’t Have One Without the Other You know the story. Over the last few years, we have seen silos forming between sourcing and recruiting. Each side feels they are the more important function. Awkward Meme GIF by swerk In reality, they should be working as a unit. Yep – one happy little cohesive team dancing their way to the candidate fair. We know a guy who can help… Michael Goldberg, Founder and CEO of Hiring Transformed, has made a living out of understanding the sourcing-recruiting relationship and has agreed to give you 60 minutes of uninterrupted, live counseli…training. Let’s call this training. He’s known for his ability to build kick-ass Talent Acquisition teams and has been doing it for many, many years. If you don’t believe us (and you somehow don’t know who he is) check him out. Here’s what you’re going to learn. 1. How to eliminate the blurred lines. 2. How Recruiters and Sourcers can work more effectively together. 3. What sourcing and recruiting managers, as well as Heads of Talent, can do to eliminate the riff. 4. What recruiters in smaller companies (with no sourcing functions) can do to build their sourcing skills. What do you say? All you need is an open screen and a box of tissues. We’ll handle the rest. You’ll go home with the tools to create a truly functional partnership with your “other half.”

2. T H E P L A N
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3. Do you know who theright
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4. M I C H A E L G O L D B E R G
CEO & Founder of HiringTransformed
Recruiting Strategist, Talent Finder, and Hiring Manager Whisperer all
describe Michael who advises and coaches Talent Acquisition Leaders
through roadblocks. Michael also assists talent organizations with
strategies to increase productivity, create strong recruiter/hiring
manager partnerships, and lead change management initiatives.
He has over twenty years of Corporate Talent Acquisition (i.e.
Recruiting): research, recruiting audits, technology assessments,
employment brand, creative job postings, and candidate experience.
His goal is to shake up the boring mundane way to attract and identify
talent and help his clients hire the best candidates.

5. RECRUITERS AS SOURCERS
5 R E A S O N S W H Y I T S H O U L D B E T H I S W A Y

6. Breaking down the differences
What recruiters in smaller companies (with no sourcing functions) can do to build their
sourcing skills
How Recruiters and Sourcers can work more effectively together
What sourcing and recruiting managers can do to eliminate the riff
Key Take-A-Ways

7. R E L A T I O N S H I P B E T W E E N
R E C R U I T E R A N D S O U R C E R

8. Recruiting
● Intake Meeting and 1:1 communication with Hiring
Manager
● Inputting the requisition into the ATS
● Interviewing Candidates who apply for the position – active
candidates
● Using tools to find candidates when not enough are
applying – ATS, LinkedIn, Indeed Resume DB or other job
board
● Candidate engagement throughout the process
● Closing the candidate
● Offer and Onboarding
Sourcing
• Understands the job requirements and
responsibilities
• Develops search strategies
• Build candidate personas
• Creates and test search strings that will yield
the most results
• Focus is finding and qualifying candidates
• Build talent pipelines
Recruiting | Sourcing

9. B U T F I R S T , L E T ’ S T A L K
R E A L I T Y

12. THE FIVE FOR 2020
Storytelling
True Talent
Advisors
Recruiters +
Sourcers =
Resourcers
Power of VideoAutomation
& Data

13. W H A T I F R E C R U I T I N G A N D
S O U R C I N G
J O I N E D F O R C E S A N D
B E C A M E O N E P O S I T I O N I N
S M A L L T O M E D I U M S I Z E D
O R G A N I Z A T I O N S ?
“ R E S O U R C E R S ”

14. THE NEW “RESOURCER” QUALIFICATIONS
Strategic Research
Relationship Manager Data Geek
Candidate ExperienceStoryteller

15. Assumptions
• All recruiting administration given to a HR or Recruiting Coordinator
• Scheduling
• Affirmative Action
• Monthly Reporting
• Interview set up
• Offer letters
• Candidate dispositioning
• Onboarding
• “Resourcers” are trained and/or given tools to research and proactively find passive candidates
• Hiretual
• Seekout
• ZapInfo
• Small to medium sized businesses generally have a recruiting team and no separate sourcing function

16. " G I V E M E S I X H O U R S T O C H O P
D O W N A T R E E A N D I W I L L
S P E N D T H E F I R S T F O U R
S H A R P E N I N G T H E A X E " -
A B R A H A M L I N C O L N

17. Strategic Research & Data Geek
The Competition and the Overall Marketplace
• Direct Competitors
• Similar technologies and processes
• Hiring or Laying Off
• Indirect competitors looking for similar
skills/backgrounds
• Also ask, “Where I have had success before”
Data Sources
• ATS
• CRM
• Lists
• LinkedIn
• Resumes
• Google
• Associations
• Conferences
• Current Employees
https://start.me/p/GE7Ebm/ssar
Look at Intel Tools & Insights
By Dean DeCosta

18. BENEFITS OF A PERSONA PROFILE
• Create more relevant job descriptions and increase applications
• Understand the best recruiting channels for your target candidates
• Provides more data points for sourcing
• Align your sourcing strategies and focus on better talent
• Helps you create a go-to recruitment marketing strategy

19. BRINGING MORE DATA INTO THE PICTURE
StakeholdersCurrent Employees

20. THE PERSONA PROFILE

21. STORIES THAT ATTRACT
• Focus on the people
• What is the WOW factor
• Learning & Development
• Work Practices and routines
• Company values
• Cultural vibe
• Space and Locations

22. Talent Advisor/Consultant to hiring managers
&
Candidate Focused 100% of the time
Do I really need to say anything more here?

23. I N L A R G E R
C O M P A N I E S

24. T O O M U C H O F T H I S

25. How To Bring Balance
Dual Partnership

26. T H E H O W
Recruiter and Sourcer work
together through candidate
identification process
Intake Meeting
Research Strategy
Persona Conversations
Story Creation
Communications
Accountabilities
Timeline Expectations
Frequent Updates
Reset Meetings (when needed)
Deliver
Qualified candidates matching
personas and hiring manager
expectations

27. Set performance goals and KPIs together
Cross train recruiters and sourcers in each area of responsibility
Meet once a week on:
• Talent pipeline
• Candidate delivery
• Successes
• Missed Opportunities
Participate in the process helping in research and story creation
Managers Role in Eliminating the Divide

28. L E T ’ S T A L K
Michael Goldberg
469-955-2561
michael@hiringtransformed.com