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
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.
Related competencies confirm that this capable person can perform the specific functions of the role well, not just reason in the abstract.
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.
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Helps observe the judgment to assess and manage people with consistency.
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Helps observe clarity when communicating and the quality of interaction with others.
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Helps observe the ability to propose and solve in new ways.
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Helps observe order, prioritization, and follow-through under workload.
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Helps observe fluency with the digital tools specific to the role.
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Helps observe how quickly the person adapts to new processes, tools, and contexts in the role.
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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.