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sourcing speciaist.

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    job details

    Job title:
    Sourcing Specialist
    Scope:
    Responsible for proactively seeking to identify professional
    talent, primarily through effective and diligent Internet,
    database, and social media searches.
    Reporting to:
    Team Lead or Team Manager
    Job purpose:
    Execute all sourcing activities such as vacancy intake,
    sourcing, screening and submitting into clients. Main focus is
    candidate perspective.
    Main accountabilities:
    ● As a Sourcing Specialist you wil l be responsible for
    proactively seeking to identify entry to senior level
    talent, primarily through effective and diligent Internet,
    database, and social media searches.
    ● You will quickly analyse social data and resumes to
    engage qualified candidates.
    ● You will be responsible for market and talent research

    ascertaining likely sourcing opportunities for well-
    matched candidates and complete detailed Master

    Sourcing Plans.
    ● If a short listing assignment is undertaken you will
    conduct first level interviews to determine if there is a
    match to the client needs.
    ● A tenacious knack to quickly execute research
    techniques and a determination to uncover hidden
    online information is essential for success. The ability to
    work in a fast paced, changing environment, where you
    will manage your daily activity to identify leads and
    engage people online and over the phone is vital.
    ● This exciting opportunity allows you to partner with
    multi-location and/or global colleagues and assemble
    and execute appropriate sourcing methods to produce
    quality candidates for our clients.
    a) Vacancy Intake:
    ● Organize/join intake with the hiring
    manager/recruiter in order to get a complete
    picture of hard and soft requirements, culture and
    working environment.
    ● Identify screening criteria together with the
    client/recruiter.
    ● Upon completion of intake meeting, create master
    sourcing plan with appropriate sourcing strategy.
    b) Identification:
    ● Analyse job description and translate to search
    queries, to be used in database mining in various
    channels such as internal candidate database
    (Mfront, Bullhorn), job board databases, internet
    searches (Google and other web searches, LinkedIn
    and other social networks), and in some cases
    phone sourcing etc. as requested.
    ● Review CV’s for pattern recognition to guide search
    queries.
    ● Determine eligibility of candidate based on paper
    CV.
    ● Diligent internet research to find hidden information
    (passive candidates).
    ● Putting together Master Sourcing Plan where
    applicable.

    c) Engagement, Screening and Submission:
    ● Make first and further connections with candidates.
    ● Engage and communicate with prospective
    candidates.
    ● Carry out remote interviews.
    ● Verbal review of qualifications.
    ● Determine fit of the candidate with the client’s
    organization.
    ● Create Candidate Profiling Form.
    ● Submit and position candidate on employment
    opportunities.
    d) Reporting:
    ● Daily/Weekly reporting of search and screening
    activity into the Delivery Manager and client.
    ● Make real-time updates for timely and accurate
    record keeping of candidate activity and
    productivity.
    e) Relationship management
    ● Act as clients / client facing recruiters ‘single point
    of contact’ (SPOC) from a daily delivery/operational
    perspective.
    Key Performance Indicators:
    The following indicators are suggested to monitor
    performance and can be used to identify problem areas:
    ● Completion and certification of 3 levels of TTSM within
    first 6 months of employment.
    ● Monthly scorecard is consistently achieved
    ● Research Delivery – completed within agreed timeline
    ● Search string development
    ● Basic research across market, industry, skill, etc.
    ● Talent supply analysis – building competitive awareness
    for sourcing techniques
    Competencies:
    The key competencies for this role include:
    Strong Concepts
    1. Client focus
    Best People
    2. Performance management
    3. Resilience
    4. Work under pressure
    Excellent Execution
    5. Passion for results
    6. Commercial drive
    7. Team working
    8. Efficient implementation
    Superior Brands
    9. Promoting core values
    10. Genuineness
    Knowledge, skills and experience:
    ● Knowledge of social media and social networking sites.
    ● Demonstrated ability to independently manage multiple
    requisition assignments across 1 or more industry
    sectors
    ● Demonstrated evidence of solid time management and
    organizational skills
    ● Demonstrated ability to self-motivate, set goals and
    meet deadlines
    ● Customer service focus and ability to maintain courteous
    and professional working relationships

    Job title:
    Sourcing Specialist
    Scope:
    Responsible for proactively seeking to identify professional
    talent, primarily through effective and diligent Internet,
    database, and social media searches.
    Reporting to:
    Team Lead or Team Manager
    Job purpose:
    Execute all sourcing activities such as vacancy intake,
    sourcing, screening and submitting into clients. Main focus is
    candidate perspective.
    Main accountabilities:
    ● As a Sourcing Specialist you wil l be responsible for
    proactively seeking to identify entry to senior level
    talent, primarily through effective and diligent Internet,
    database, and social media searches.
    ● You will quickly analyse social data and resumes to
    engage qualified candidates.
    ● You will be responsible for market and talent research

    ascertaining likely sourcing opportunities for well-
    matched candidates and complete detailed Master

    Sourcing Plans.
    ● If a short listing assignment is undertaken you will
    conduct first level interviews to determine if there is a
    match to the client needs.
    ● A tenacious knack to quickly execute research
    techniques and a determination to uncover hidden
    online information is essential for success. The ability to
    work in a fast paced, changing environment, where you
    will manage your daily activity to identify leads and
    engage people online and over the phone is vital.
    ● This exciting opportunity allows you to partner with
    multi-location and/or global colleagues and assemble
    and execute appropriate sourcing methods to produce
    quality candidates for our clients.
    a) Vacancy Intake:
    ● Organize/join intake with the hiring
    manager/recruiter in order to get a complete
    picture of hard and soft requirements, culture and
    working environment.
    ● Identify screening criteria together with the
    client/recruiter.
    ● Upon completion of intake meeting, create master
    sourcing plan with appropriate sourcing strategy.
    b) Identification:
    ● Analyse job description and translate to search
    queries, to be used in database mining in various
    channels such as internal candidate database
    (Mfront, Bullhorn), job board databases, internet
    searches (Google and other web searches, LinkedIn
    and other social networks), and in some cases
    phone sourcing etc. as requested.
    ● Review CV’s for pattern recognition to guide search
    queries.
    ● Determine eligibility of candidate based on paper
    CV.
    ● Diligent internet research to find hidden information
    (passive candidates).
    ● Putting together Master Sourcing Plan where
    applicable.

    c) Engagement, Screening and Submission:
    ● Make first and further connections with candidates.
    ● Engage and communicate with prospective
    candidates.
    ● Carry out remote interviews.
    ● Verbal review of qualifications.
    ● Determine fit of the candidate with the client’s
    organization.
    ● Create Candidate Profiling Form.
    ● Submit and position candidate on employment
    opportunities.
    d) Reporting:
    ● Daily/Weekly reporting of search and screening
    activity into the Delivery Manager and client.
    ● Make real-time updates for timely and accurate
    record keeping of candidate activity and
    productivity.
    e) Relationship management
    ● Act as clients / client facing recruiters ‘single point
    of contact’ (SPOC) from a daily delivery/operational
    perspective.
    Key Performance Indicators:
    The following indicators are suggested to monitor
    performance and can be used to identify problem areas:
    ● Completion and certification of 3 levels of TTSM within
    first 6 months of employment.
    ● Monthly scorecard is consistently achieved
    ● Research Delivery – completed within agreed timeline
    ● Search string development
    ● Basic research across market, industry, skill, etc.
    ● Talent supply analysis – building competitive awareness
    for sourcing techniques
    Competencies:
    The key competencies for this role include:
    Strong Concepts
    1. Client focus
    Best People
    2. Performance management
    3. Resilience
    4. Work under pressure
    Excellent Execution
    5. Passion for results
    6. Commercial drive
    7. Team working
    8. Efficient implementation
    Superior Brands
    9. Promoting core values
    10. Genuineness
    Knowledge, skills and experience:
    ● Knowledge of social media and social networking sites.
    ● Demonstrated ability to independently manage multiple
    requisition assignments across 1 or more industry
    sectors
    ● Demonstrated evidence of solid time management and
    organizational skills
    ● Demonstrated ability to self-motivate, set goals and
    meet deadlines
    ● Customer service focus and ability to maintain courteous
    and professional working relationships