Senior Sourcer IT

Specialist – Talent Sourcing / Lead Sourcing Specialist

Purpose and Position in Organization

Talent Sourcers play a key role in our clients' success by partnering with Hiring Managers and Recruiters and developing effective, consultative, professional relationships with them. Through asking the right questions to ensure a detailed understanding of the client and each role, and by leveraging data, historic hiring trends, and market analysis, Talent Sourcers develop bespoke sourcing strategies and then use a range of tools and techniques to find the best talent in the market. Talent Sourcers are brand ambassadors for our clients, bringing each opportunity to life with candidates in a compelling and authentic way to ensure they are qualified, interested, and engaged before being presented to the Hiring Manager. A Lead Sourcing Specialist supports clients in hiring specialist and niche talent and will work on some of the more complex hiring needs that require strong business partnering skills and innovative approaches to finding and engaging with in-demand candidates.

Stakeholders

You can expect to work with client stakeholders e.g., Hiring Managers, Recruiters (AMS or Client), and Candidates.

Reports to:

Talent Sourcing Team Leader / Player Coach

Performance Outcomes / Accountabilities

• Offers accepted by candidates each month
• Candidate conversion rates (e.g., ratio of candidates provided to a Hiring Manager to those offered an interview)
• Data completion and accuracy
• 100% compliance with all mandatory AMS and Client required training

Key Responsibilities and Activities

Act as a Trusted Adviser

• Work with Recruiters to develop partnerships and working relationships that deliver a great candidate and hiring manager experience.
• Leverage your existing experience, knowledge, and resources whilst also working with experts in sourcing and talent intelligence to develop effective sourcing strategies that enable you to deliver great candidates and lead and influence conversations with your hiring managers.
• Provide subject matter expertise, thought leadership, and talent intelligence in recruitment discussions and vacancy briefing calls with Hiring Managers, leaving the discussion with a detailed understanding of the client's business, the requirements, and unique selling points of the role.
• Show tact and confidence in talking to client stakeholders. Ensure you're leveraging your knowledge and wider AMS network to propose solutions that deliver the right results for your clients and AMS e.g., proposing alternative ways to find niche skills in a competitive market.
• Be accountable for the delivery of high-quality, engaged candidate shortlists to your Hiring Managers with accurate and complete information to help them make informed hiring decisions. As a Trusted Advisor, make clear recommendations on your shortlisted candidates.
• Work with Recruiters and Hiring Managers to understand and share candidate feedback, challenges, and successes, advocating potential solutions and making recommendations to inform and adapt the recruitment strategy e.g., hiring in alternative locations, exploring different talent pools, or updating job descriptions.

Attract, Source & Engage High-Calibre Talent

• Demonstrate innovative, critical thinking and a commitment to ongoing professional development within your role, so you can support your client to hire the best talent in the market, not just those who are actively on the market.
• Review and post compelling, accurate job adverts that amplify your client's brand and attract candidates to review and apply.
• Use your knowledge and established network at AMS to develop a sourcing strategy that uses the right channels to attract and engage with your target audience e.g., LinkedIn or other social media tools.
• Understand and utilise data to measure the success of your sourcing strategy, review, refine, innovate, and adapt your approach as required.
• Engage with your target audience in a professional and authentic way. Communicate effectively using various channels e.g., email, LinkedIn, social media, and over the phone. Expect to headhunt niche talent regularly for specialist hiring needs.
• Have high-quality, consultative conversations with your candidates, qualifying their suitability for current or future roles.
• Gain insight into candidate skills, background, behaviours, career aspirations, and motivations and use this to make informed selection decisions.
• Support candidates, keeping them up to date as they progress through the recruitment process. Actively work with your candidates to talent pool them and create lasting relationships that enable you to re-engage them to support future hiring needs.
• Present candidates to clients in an accurate and compelling way. Partner with hiring managers and recruiters to ensure that you're continually considering diverse pools of talent and advocating for selection decisions and processes that are free from bias.
• Track progress, data, and performance on all applicable systems.

Value Candidate Experience

• Champion your candidates. Have honest, quality career discussions that assess candidate suitability for each role and bring your client's brand to life so that candidates feel excited at the prospect of joining them.
• Demonstrate a commitment to your candidates so that they feel valued throughout the recruitment process. Keep them updated and informed, following up with Recruiters and Hiring Managers when needed.
• Build lasting relationships with candidates so they become client advocates, irrespective of hiring outcomes.

AMS Behaviours

AMS Behaviours, aligned to our Ways of Working, are a core part of our overall performance. For more detailed information about what good looks like against our AMS Behaviours for your Career Level, please refer to the Behaviours Framework

Behavioural Skills

Acts Proactively and At Pace – proficiency level 2

Considers Financial Impact - proficiency level 2

Drives Outcomes - proficiency level 2

Effective Communication - proficiency level 2

Follows Processes and Guidelines - proficiency level 2

Growth Mindset - proficiency level 2

Makes Effective Decisions - proficiency level 2

Managing Expectations - proficiency level 2

Partnering with Colleagues - proficiency level 2

Perseverance - proficiency level 2

Prioritisation and Capacity Management - proficiency level 2

Quality and Accuracy - proficiency level 2

Rapport Building - proficiency level 2

Stakeholder Partnering - proficiency level 2

Takes and Models Responsibility - proficiency level 2

Technical Skills

MS Office - proficiency level 2

Recruitment Technology Literacy - End User - proficiency level 2

Sourcing Tools and Techniques Expertise - proficiency level 2

The role may require additional language proficiency and/or industry knowledge - client, geography or sector