A talent scout or talent sorter searches for talent that may be available. To do that, they utilize a variety of proactive methods. Most talent scouts look for both passive and active candidates. In bigger organizations, sometimes a talent scout can also be part of an organization’s recruiting team. When in an organization with a talent manager, a talent scout has an advantage.
In small to mid-size organizations, the organization may have a talent acquisition team in place. They can find talent candidates on their own. However, the time required to sift through the talent pool, sift through the applications and select the ones most likely to be productive is too great. It takes too much time. The organization may decide to outsource this task to a talent sourcer who can cut the time down and make it easier.
The hiring manager will provide the job description of what he needs from the applicant and what type of candidate he needs. The talent sourcer should then identify the most talented candidate from the pool of applicants. Once identified, he contacts the company that has been targeted by the hiring manager. He explains that he has a ready list of talent candidates available, and that he wants to identify those best suited for the position.
The talent sourcer job description explains what the company is looking for in potential candidates. The human resources department will use these descriptions as a guide to identify the type of people they need. This will allow the hiring team to focus on only the candidates they feel are most likely to be successful. These qualifications will include the ability to attract others to work for them, and the ability to attract others’ talent.
The hiring manager will ask the talent sourcer for a list of past candidates who have worked in that company. He will also ask the potential candidates about their current employment history. The sourcing service will review these past jobs and provide reports about how each job was done, any problems, and recommendations on how to improve the performance. It will also review the hiring manager’s process and suggest any other improvements that could be made within the current system.
Social media profiles will be reviewed by the recruiter. The goal of the review is to learn if the candidate’s social media profiles are professional or not. The talent scout will also look to see if the candidate uses social media to contact previous and current employees.
When a potential candidate shows that they have a professional social media profile, the talent scout will keep an eye out for follow ups. These follow ups will help the recruiter learn more about the candidate. If the candidate fails to follow up with the recruiter within a few days, then it will be possible that this person may be a talent pool candidate who does not interest the business. The talent pool hiring manager should not hire anyone without a reason and a social media check from a potential employee is a good reason.
When hiring the talent sourcer, the recruiting manager should have some information available in order for them to get a better idea of what the applicant might bring to the company. In addition to the talent sourcer’s professional history, the hiring manager should ask for references. The references should be from people who work with the applicant at least once. The organization that the candidate belongs to may be used as part of the hiring decision. The organization may even require certain skill sets in order to perform a task, so e.g.
