www.randstadsourceright.com
identifying the DNA of the ideal
sourcer to enhance productivity
consider these key traits and drivers when looking for
great sourcing talent
by Balazs Paroczay
Head of Recruiting Strategy and Innovations
Randstad Sourceright EMEA
W
hen I joined Randstad Sourceright
in Budapest, Hungary in 2013, my
task was to develop a new sourcing
center for the Europe, Middle East, and Africa
region; it was a build from scratch. This has
been the most wonderful job assignment in
my life. For the first few months, we grew
the team on intuition alone. By the end of
2013, we were a team of some 30, which we
all thought was huge growth. Little did we
know this was just the beginning!
We doubled our team, year over year. By June 2015, I was running a
sizable sourcing army. We had almost 100 experts from 18 different
European countries speaking 28 different languages. The center is on
pace to double again in approximately the next six months. So what's
the secret of our success? In my view, it's all about understanding the
DNA of the ideal sourcer.
multiple tasks, multiple skills
Our model is designed to have sourcers undertake all tasks up to
screening and short-listing. As a result, recruiters solely focus on client
and candidate management and making hires. This split, however,
requires a wide set of different skills. This means we must understand
what makes someone a successful sourcer. It is difficult to define what
this is, as there are many parameters you need to consider. Based
on our journey over the past three years, I believe we have found a
useful method.
Two things became immediately obvious. First of all, as we are
sourcing in a region with multiple languages, we needed people who
