Like Amybeth Hale, Moises believes that your recruiting team can't be its best without well-defined sourcing procedures which, he complains, most companies don't have.
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He also lays out the key sourcing and recruiting skills:
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* Understanding the jobs you are recruiting for.
0 f' [2 N, D" B* Knowing the companies that hire these people.
" [# i6 W  x5 I" S* Knowing the compensation packages in the industry.
- a0 Q' g6 Y& ?# L/ T4 o1 c* Knowledge of sourcing skills# T* O- `; J( \# u
* Knowing which sourcing technique to use in a specific setting (eg. advertising, competitor raiding).
+ g' D$ |7 v3 F/ T5 b* Z* Knowing how to handle objections.
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2 T8 |# s7 p5 A, f0 P  XIn my world, a sourcer does not call the potential candidates so handling objections would not be necessary. But I met Bill Vick in Toronto last week and he told me that in his vocabulary the names-finder is a researcher and a sourcer is what Shally Elvis Steckerl would call a networker. That's someone who handles the initial phone contact and "candidate development".

While in Toronto, where I met Michael, I also had the privilege of speaking at the Pinnacle Society's meeting. Over 40 Big Billers (the average billings were $640k per year) talked openly about the problem of defining what a researcher, sourcer, networker, etc. really does or should do. , `* T7 G7 s2 D) Z- t

0 {) O& A# r7 DIts an area that calls for a better way of defining the role and responsibilities and one that I will be addressing in depth on XtremeRecruiting.org over the next week or two.