Someone asked me an interesting question today. Well, interesting from the standpoint that it made me think. This is what they asked me:
I have a friend and colleague that is considering hiring an apprentice sourcer / researcher for her small boutique recruiting firm.
She asked me if I could develop, or obtain, a DRAFT Job Description for a Sourcer / Researcher.
Do you have a Job Description that fits that request or do you have any suggestions that I could get one? THANKS!
“Sorry,” I said to that certain someone. “I do not have one. But in all honesty, I probably would not use one.”
And then I laid out this (very rough) plan:
- Create an announcement / press release that they are hiring a Sourcer and that experience is not necessary. Instead of a job application, all they have to do is win a contest to be interviewed and possibly hired. Set the deadline for January 1st (or, whenever the recruiting firm needs them to start).
- Create a landing page detailing the contest rules and purpose. Also, set up a mechanism for collecting emails of those who want to be kept in the loop about the contest.
- Make sure the goal of the contest is challenging. For some inspiration, consider some of the sourcing challenges created by SourceCon. As part of the rules, have contestants keep a diary of everything they did to solve the challenge. The notes they send you will help you evaluate their search process and give insight into how skilled they are.
- Give $100 gift cards to the first 10 people who solve the puzzle. Among those 10, hire one. // $1,000.00 to fill a position is a lot cheaper than the fees a firm would charge for a search. (wink)
- Promote the contest via online forums focused on sourcing and recruiting. (LinkedIn Groups, Google Plus Communities, etc.) You can also ask bloggers who write about sourcing to help spread the word. For extra credit, Thunderclap it!
- Encourage people to submit an entry into the contest, even if they do not solve your riddle or locate the person you want them to find. They may be a good source of referrals later.
Just a thought! What do you think? Would it work? Leave a comment below…
P.S. Whomever you hire, give them a copy of Resume Forensics. It might prove useful.
How To Find Free Resumes and
Passive Candidates on Google