identifying the sourcer DNABalazs Paroczay

2Jan 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

10

qualifiedinterested

available

how to win

11

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

ETW O

oo

very first lessons learnt

13

what is not a selection requirement

14

what is not a selection requirement

15

what is not a selection requirement

16

digital connection/„geek”<3 social

media

somewhere to start...

analytical skills

talkingqualifyingconsulting

searching communicatio

n

hard working/resilience

sales in the blood

learning

openness/360

responsiblediversity

be very smart

out of the box thinking

social

problem solver

17

digital connection/„geek”<3 social

media

somewhere to start...

analytical skills

talkingqualifyingconsulting

searching communicatio

n

hard working/resilience

sales in the blood

learning

openness/360

responsiblediversity

be very smart

out of the box thinking

social

problem solver

18

psychometrical testing

19

psychometrical testingcognitive skillsbehaviourdrivers

20

1 2 3 4 5 6 7 8 9 10entire Center (#rsrsrc)

top performers

bottom performers

learning index distribution

21

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

22

cognitive capabilitieslearning

indexverbal

skill

verbal reasonin

g

numericabality

numericreasoning

23

1 2 3 4 5 6 7 8 9 10

0%

5%

10%

15%

20%

25%

30%

35%

40%

verbal skill (vocabulary)

Extraordinary great sourcers seem to speak less... colorful

24

1 2 3 4 5 6 7 8 9 10

0%

5%

10%

15%

20%

25%

30%

35%

40%

verbal skill (vocabulary)

1 2 3 4 5 6 7 8 9 10

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

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/multitaskingassertiveness

sociabilitymanageabilityattitude/trustdecisiveness

accomodatingindependance

objective judgement

26

energy level

assertiveness

sociability

manageability

attitudedecisiveness

accomodating

independance

objective judgement

-2

3

8

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

27

1 2 3 4 5 6 7 8 9 10

1 2 3 4 5 6 7 8 9 10energy 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

28

average is just one measurement – be careful!

1 2 3 4 5 6 7 8 9 10Assertiveness

Series2

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

29

energy level

assertiveness

sociability

manageability

attitudedecisiveness

accomodating

independance

objective judgement

0

5

10

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

30

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

1 2 3 4 5 6 7 8 9 10Manageability

AttitudeAccomodating

Independance

31

1 2 3 4 5 6 7 8 9 10

objective judgement – strong middle value is the best!

Most top sourcers have middle-value objective judgement skill

32

driversenterprising administrativepeople

servicestechnicalmechanicalcreative

33

driver mix – all sourcers

enterprising

financial/administrative

people service

scientific/technical

mechanical

creative

0

5

10

34

enterprising

financial/administrative

people service

scientific/technical

mechanical

creative

0

5

10

creative

enterprising

people services

driver mix +top performers

35

enterprising

financial/administrative

people service

scientific/technical

mechanical

creative

0

5

10

creative

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

37

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

38

questions?