1. HOW SOURCING DIFFERS FROM RECRUITING
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Presented by Suma H Venkatagiri

2. SOURCING AND RECRUITING
WITHOUT SOURCING
THERE IS NO RECRUITING.
AFTER ALL YOU CAN’T
QUALIFY CANDIDATES
WITHOUT THE LEADS .
- JONATHAN BUZELAN

3. SOURCING
There are limitless boundaries in Talent Acquisition.
Sourcing is an act of
identifying prospect
candidates who fit a
target profile
A Sourcer is a
Hunter
A Sourcer creates interest
and drives talent to the
organisation
The process of identifying a viable candidate for a job position by all mode.

4. RECRUITING
Sourcing and recruiting occurs in different stages of the hiring
process, but sourcing and recruiting are highly dependent on each
other
Recruiter is a main point of
contact during different level
of hiring process and after
being hired before
onboarding.
Recruiters manage the
relationships, guide the
candidates and the hiring
manager
A Recruiter manages
through the process of
screening, selection
and hiring.
The process of nurturing candidate interest in a job opportunity and facilitating
this candidate’s interest to the point of hiring process.

5. SOURCING A GREAT CANDIDATE
EVALUATE THE
DEMAND OF
THE JOB
 Qualities that
you want in your
candidate to fill
the position
> Evaluate the job
description
CHOOSE
CANDIDATE
SOURCE BASED ON
THE JOB
> Choose the
candidates based on
demand of the job
> Example: Investing in
subscriptions to tech-
specific job boards
when sourcing
candidates for a
software engineer role.
CREATING
CAPTIVATING
JOB ADS
> Helps in attracting
more candidates
> Helps you build
candidate interest
from the beginning
and making it easier
to recruit top
candidates .
BUILD YOUR
EMPLOYER BRAND
> Promoting your
brand is very
important as all
candidates look for
current employees
opinion
> Attract prospective
candidates by
mentioning about the
benefits and
opportunity to grow in
the company.

6. RECRUITING PROCESS
CREATE INTEREST IN
THE TOP CANDIDATES
• Never let candidates get lost
in the hiring process. Keep
them engaged with interesting
facts about the company
• Top candidates will have
other options, keeping them
occupied is very important
RETAIN
CANDIDATES
INTEREST
• Candidates interest by
asking them about their
employment desires and
career goals
• Always keep them
occupied
NEGOTIATE WITH
CANDIDATES
• Do not lose top candidates
with highly skills to save
salary
• Provide them with stock
options, more time off and
flexibility in working
environment, more
opportunities to be part of
the company decision
making, but keeping the limit
to recruiting budget allotted
for the job positions .
PRESENT YOUR
OFFER
• Present the offer soon
after the decision is made
from the required parties.
Never delay in sending an
offer to the candidate
• Send the final offer with
changes after negotiation.
ENSURE SMOOTH
TRANSITION AND
ONBOARDING
EXPERIENCE
• Final step in recruiting is to
ensure smooth transition
• Well prepared on boarding
experience
• Accommodating schedules
and obligations of new hire
to start the job

7. SOURCING & RECRUITING
Sourcing is now considered as an integral part of
Recruiting process.
A good Sourcer will not only spend time on working in to bring large
pool of candidates, but understands which outputs yield the highest
value by conducting following tasks:
• Direct calls to candidates
• Networking through business-related groups
• Search speciality and/or niche job boards
• Posting and engaging on social media job postings
• Accessing corporate alumni associations
• Mentoring programs within the company in different verticals