Author: Gabrielle Bauer
To the untrained eye, ‘sourcing’ and ‘recruiting’ candidates sound like synonyms. To biotech companies, however, knowing the difference between the two – and using both as part of an overarching strategy – will make the difference between a successful and failed job search.
What is sourcing?
The definitions of sourcing and recruitment can vary, but in general terms sourcing is the precursor to recruitment. A sourcer draws up a longlist of candidates that match the advertised position. The sourcer finds these candidates through LinkedIn or other online listings – these aren’t candidates that submitted a job application or already contacted the sourcer about the role. The sourcer then reaches out to longlisted candidates to gauge interest.
What is recruiting?
After a selection of potential candidates has been sourced, the recruiter takes care of everything up to the final hire. They schedule interviews, conduct preliminary screening calls and interface with the client’s hiring manager. The recruiter also handles ‘active’ job candidates, i.e. those who submit resumes in response to posted job advertisements.
Why is sourcing so important?
In the world of biotech hiring, sourcing does not always exist as a separate role from recruiting, and recruiters often play the role of sourcer as part of their everyday responsibilities. However, many bio companies are making the prudent decision to invest in dedicated sourcing solutions to complement their existing recruitment programs. There are several benefits of this strategy:
Improved efficiency. It makes sense to split the roles and give recruiters more time to liaise with candidates and hiring managers, while sourcers can focus on searching for potential candidates without distractions. “It allows recruiters to focus more on the candidate experience and the client relationships,” explains Stacy Saltzer, Senior Recruiting Partner and Director of Sourcing at Sci.bio.
This leads to a higher caliber of sourced candidates. The sourcer is able to perform a deep dive and uncover talented passive candidates who may not be properly selling themselves on social media or actively in search of new opportunities. By looking carefully, the sourcer can also build a more diverse and equitable pool of candidates for the client.
Shifts from active to passive candidate pool. There are several drawbacks of recruiting candidates via job listings or social media posts. While the candidates who apply are – without a doubt – looking for work and willing to change jobs, they are also applying to multiple jobs per day. They may not be a good fit for the role: the candidate, not the client or recruiter, is overseeing the initial selection process. With sourcing, you locate ideal candidates who meet all the key job criteria. While there’s a risk identified candidates aren’t interested in new opportunities, those that are amenable to changing jobs won’t be courting multiple companies.
What is the future of sourcing?
At Sci.bio, sourcing is an important tool that helps support our recruiters and augments clients’ recruitment strategies. “We’ve incorporated tools for automation and database integration along with some AI elements,” says Eric Celidonio, Founder of Sci.bio. Through sourcing, the company is bringing additional value and scalability to the candidate search process.
Whether you are an established multinational biotech company, or just starting up, sourcing has a role to play in your talent acquisition pipeline. Reach out to Sci.bio to learn about our tailored sourcing and recruiting solutions today.
