Recruiting in the traditional sense includes at the very least some talent sourcing. Both sourcing and recruiting are often intertwined skills and responsibilities. But more recently, Talent Acquisition strategy is trending toward a more specialized approach, separating talent sourcing and recruiting roles. So what’s the difference between sourcing and recruiting, anyway?
Typically, recruiting includes reworking job descriptions, choosing candidates from a pipeline, leading the interview process, and managing offers and on-boarding. Specifically, recruiting does not often include the proactive identification of candidates outside of the talent pipeline. That pipeline is the product of excellent talent sourcing.
Successful talent sourcing requires a thoughtful and detailed strategy. Identifying, engaging, generating interest, and ultimately building a pipeline of candidates can either make or break the talent acquisition process. Therefore, sourcing talent has become a specialized skill set, requiring in-depth knowledge of techniques, tools, and channels that differ from the skill set and strengths of a recruiter.
Of course, Talent Acquisition thrives on the consistency and collaboration of both talent sourcing and recruiting. Consequently, there is a emphasis on information sharing and teamwork for either to be deemed successful. Don’t be afraid to think about your recruiting process critically — you just may identify a weakness that could be easily corrected.