What’s the difference and why it Matters?

Here are some facts!

With social media making continuous advancements in acquiring new talents, there is a lot of ambiguity in regards to ‘recruiters’ and ‘sourcers’. Although the role of a sourcer is much like a recruiter, however, sourcing is done as an integral early part of the entire recruitment process.

The Role of the Sourcer

In general terms, a sourcer is a hunter. In fact a sourcer most times overlays the recruiter. He not only creates interest and drives potential candidates to organizations but also acts as a research agent. The real difference is depth, depth of conversion and depth of knowledge about specific roles in companies. Thus sourcers are indispensable to the recruiting process.

The Role of the Recruiter

The main area of a recruiter does not include fiercely searching for candidates. It revolves around consulting internally with hiring managers, leading interviews, managing offers, job descriptions, and onboarding new hires. A recruiter thus manages relationships, mentor the candidates and the human resource managers with screening, selection and hiring process.

Collaboration is the key

In today’s tug of the talent war, it is imperative for recruiters and sourcers to work in tandem to hire and retain top talent for any organization. A strong association between the two ensures a company’s healthy talent pipeline.

Glocal RPO is an offshore recruiting firm with offices in USA and India facilitating professionally managed virtual recruiters adhering to quality and fast delivery. We boost your recruiting productivity at profound costs while letting you focus on core competencies.

Get Glocal RPO on board: Phone: +1 646 705 0202. Email: info@glocalrpo.com

The post The Difference between Sourcing and Recruiting appeared first on Blog.

As per a recently published report, 59% of companies are looking to invest more in their employer brand than in the year 2016. Today it’s a thrust of global talent strategy. Adopting a holistic approach to the entire candidate lifecycle is critical to any company’s success.

If you are one of those company invariably filling vacant positions left by your employees, it’s time to figure out why so many people are constantly leaving. Need help in retaining top talents? Here are five perks your employees are looking for which is the key in retaining major team members:

1. Employee Advancement Potential – Every employee wants a company that is willing to open new doors of opportunity. Enabling employee’s advancement signifies commitment.
2. Flexible Working Arrangements – Nine to five jobs are a thing of the past. The millennials want to work for an organization that offers flexibility. This has today become a ‘must have’ for new age companies.
3. Invest in Growth and Development – Every individual desire to have their leader’s assurance of the advancement of their skill sets to stay ahead of the curve. It is vital their growth and development remain on track.
4. Valued and Respected – An open door policy allowing employees to share their feedbacks without running the risk of being judged and wrongly perceived. Unconscious bias is counterproductive for any organization.
5. Benefit Packages – A comprehensive employee benefits package, including healthcare, retirement savings and more works well in influencing best talents across sectors.

An honest investment that emulates a long-term commitment in an employee’s future is the best way to retain top talents.

Need advice on how to attract/retain best talent stay for a long-haul? Contact Glocal’s dedicated virtual teams helping companies recruit talent globally.

Reach Out – +1 425 818 0748, Email: info@glocalrpo.com

The post Why your talent is leaving? appeared first on Blog.