identifying the sourcer DNA Balazs Paroczay

2 Jan 2013

3 May 2013

4 Aug 2013

5 Oct 2013

6 June 2014

7 Feb 2015

8 June 2015

9

Dallas

EMEA

Budapest

where to play

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qualified interested

available

how to win

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sourcing recruiting

sourcing at its best position

We need native/close-to-native language skills...

...we cannot hire only experienced sourcers/recruiters.

We have to build our own regiment.

ON

E

TW

O

o o

very first lessons learnt

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what is not a selection requirement

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what is not a selection requirement

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what is not a selection requirement

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digital connection/„geek”

<3 social media

somewhere to start...

analytical skills

talking

qualifying

consulting

searching communication

hard working/resilience

sales in the blood

learning

openness/360

responsible

diversity

be very smart

out of the box thinking

social

problem solver

17

digital connection/„geek”

<3 social media

somewhere to start...

analytical skills

talking

qualifying

consulting

searching communication

hard working/resilience

sales in the blood

learning

openness/360

responsible

diversity

be very smart

out of the box thinking

social

problem solver

18

psychometrical testing

19

psychometrical testing cognitive skills

behaviour

drivers

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12

34

56

78

910

entire Center (#rsrsrc)

top performers

bottom performers

learning index distribution

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implementing into a sourcing world

1. Check what seems to be a general sourcing competency

2. Understand where the best of the best make a significant difference/peaks

3. Look for similarities in the bottom performers’ DNA

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cognitive capabilities

learning index

verbal skill

verbal reasoning

numeric abality

numeric reasoning

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0%

5%

10%

15%

20%

25%

30%

35%

40%

12

34

56

78

910

verbal skill (vocabulary)

Extraordinary great sourcers seem to speak less... colorful

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0%

5%

10%

15%

20%

25%

30%

35%

40%

12

34

56

78

910

verbal skill (vocabulary)

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

12

34

56

78

910

numeric reasoning (analysis)

Extraordinary great sourcers seem to speak less... colorful

Bottom-end performers may struggle more with data-driven analysis

25

behaviour traits

energy level/multitasking assertiveness

sociability manageability attitude/trust decisiveness

accomodating independance

objective judgement

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0

1

2

3

4

5

6

7

8

energy level

assertiveness

sociability

manageability

attitudedecisiveness

accomodating

independance

objective judgement

first look on the average of the nine behaviour traits – top vs. bottom

27

12

34

56

78

910

12

34

56

78

910

energy level (multitasking)

decisiveness

Extraordinary great sourcers are faster and can well multitask

Bottom-end performers may need more time and info to make a decision

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average is just one measurement – be careful!

Assertiveness

12

34

56

78

910

Assertiveness gives a significant sourcing skill, however, it may not be the ultimate differentiator between top/bottom performers

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0

1

2

3

4

5

6

7

8

energy level

assertiveness

sociability

manageability

attitudedecisiveness

accomodating

independance

objective judgement

first look on the average of the nine behaviour traits – all sourcers

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skills where you are good to have a wide range – build diversity!

Manageability

Attitude

Accomodating

Independance

12

34

56

78

910

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12

34

56

78

910

objective judgement – strong middle value is the best!

Most top sourcers have middle-value objective judgement skill

32

drivers

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driver mix – all sourcers

0

1

2

3

4

5

6

7

enterprising

financial/administrative

people service

scientific/technical

mechanical

creative

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0

1

2

3

4

5

6

7

enterprising

financial/administrative

people service

scientific/technical

mechanical

creativecreative

enterprising

people services

driver mix +top performers

35

0

1

2

3

4

5

6

7

enterprising

financial/administrative

people service

scientific/technical

mechanical

creativecreative

enterprising

people services

driver mix +bottom performers

36

High learning capabilities that both require continuous and quick learning. Top sourcers with high learning will always be on the move to get new ways to recruit

Okay vocabulary is more than perfect. You do not need Shakespeares in this role but the ones that can communicate and negotiate well by using powerful patterns and simpler expressions

Very strong data-analysis skill set, feeling comfortable with numbers and making decisions based on data

Higher energy level will simultaneously run every portion of the wheel in the same time and look for and make quick wins

Strong decisiveness to not be afraid of making quick (and less sure) decisions

Middle objectivity will help constantly balance between the candidates’ story and the HMs’ strict requirements

Most ideally your sourcer have a driver of creativity (approaching problems in a new and colorful way), enterprising (keeping your colleagues in the lead who build and request commitment and dedication to their projects) and people services

sourcer DNA

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re-fining #rsrsrc recruitment

Testing built into the regular selection procedure (early stage)

Data gathered on 400+ applicants/ employees Attrition is <8% Helped us build and experience competency-

based graph theory

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questions?