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Role

Sourcer / Talent Hunter

The hiring challenge

Searches for and contacts passive candidates at volume; in an interview it's hard to see whether the person combines the persistence of the search with the creativity to find hard-to-reach profiles and the rapport to engage someone who isn't job hunting.

What to assess

Persistence and organization in the search, persuasive communication, creativity for sourcing, and digital skills.

How we build the mix

1 · The weight is on attitude

In this role the central filter is not the cognitive side, but disposition, the way people relate and self-control. The mix is built by prioritizing the role's competencies.

2 · 6 to 8 role competencies

Related competencies confirm that this capable person can perform the specific functions of the role well, not just reason in the abstract.

3 · Technical or DISC

A technical assessment (your own or digitized) verifies they can use the tools of the role. Or, as an alternative, DISC to learn the behavioral profile for the role.

Suggested assessment mix for sourcer / talent hunter

7 assessments · variable time. Suggested guide: adjust it to your process.

  1. Helps observe the judgment to assess and manage people with consistency.

  2. Helps observe clarity when communicating and the quality of interaction with others.

  3. Helps observe the ability to propose and solve in new ways.

  4. Helps observe order, prioritization, and follow-through under workload.

  5. Helps observe fluency with the digital tools specific to the role.

  6. Helps observe how quickly the person adapts to new processes, tools, and contexts in the role.

  7. Engages passive candidates: there is a sales component to the role.

ⓘ The exact mix and its fit are tuned by Kokoro with you. This mix is a guide, not a closed recipe.

How an assessment for this role is built

Kokoro combines different signals so the result is comparable and useful before interviewing.

Cognitive ability

A base for reasoning, learning and solving new problems.

Role competencies

Behavioral signals related to the expected performance.

Technical or tool

Practical command when the role calls for it.

Integrity and judgment

Care in roles with sensitive information or critical decisions.

Comparable report

Ranking, strengths and notes to prepare the interview.

Create an assessment for this role

Frequently asked questions

What does Kokoro assess for the sourcer / talent hunter role?

Persistence and organization in the search, persuasive communication, creativity for sourcing, and digital skills.

What's the main challenge when hiring a sourcer / talent hunter?

Searches for and contacts passive candidates at volume; in an interview it's hard to see whether the person combines the persistence of the search with the creativity to find hard-to-reach profiles and the rapport to engage someone who isn't job hunting.

Which assessments does Kokoro combine for this role?

For sourcer / talent hunter, a suggested mix includes: Human Resources Competencies, Communication and Interpersonal Relations, Innovation and Creativity, Management and Organization, Digital and Technical Skills, Learning and Adaptability, Sales Style. Kokoro fine-tunes it with you.

What do you get when assessing this role?

You get ranking, reporte, comparador, notas para entrevista. The human team decides.

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