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Thoughts on Candidate Experience
April 21, 2014
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Emotions in recruitment
June 29, 2014

Great sourcers work for great companies

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There is a module on authenticity in the online training from Social Talent that really resonated with me. I liked the idea that this is something that you can actually work on, that there are some simple (although not easy) steps you can take to achieve it.

The thing is that it’s never easy to be authentic at work. It’s hard at the beginning because you are just entering the workplace and possibly a little intimidated by what’s happening around you. I imagine the longer your career, the more complicated things may get. In either case, it requires some courage to go into the office and just be yourself, and I am fully aware I’m not making history with this ‘discovery’.

But all of this got me thinking about how authenticity plays a vital part in attracting candidates and that it must be really hard to attract anyone to a company you are not exactly fond of yourself. When you are selling a role to a candidate, it really matters how you feel about it. You can’t expect some used old phrases and keywords to work – honestly, the next time I see a message with the word ‘opportunity’ in the title…

And that I guess is exactly my point. Sourcers (and recruiters) who have no clue why someone would like to work for their employer (or client) have it really hard, they have to use empty statements like ‘you will work in an international environment’ or ‘you will have great development opportunities’, they are not authentic and very often you feel like they are just hiding some awful truth from you (and believe me, sometimes they are). Because if anyone is really passionate about their workplace, they would know how to share that passion, wouldn’t they? Surely they would seem more authentic than a poorly written job description!

So there you go, I may be completely wrong here but I think in order to really be able to be a great sourcer, you need to work some place you believe to be great. Would you agree or disagree? I’m keen to know your thoughts!

 

Kasia Borowicz
Kasia Borowicz
Social Recruiting geek turned trainer, networking enthusiast & blogger. Love travel, sci-fi & all things employer branding! I travel between London and Poland hence the bilingual blog :)

5 Comments

  1. ChristopherinHR says:

    As you so ably point out Kasia, its hard to represent our firms well if we don’t believe in them – if we haven’t brought our authentic self to the office. A wonderful and thought-provoking piece my friend.

  2. […] Kasia Borowicz argues (nicely) that the role of the sourcer is best served by authentic appreciation for and belief in the firm. A radical idea? To bring your heart and soul to work? Perhaps… But if you were being recruited, wouldn't it be more compelling if the person reaching out to you actually believed what they said? Kasia knows more @kmborowicz […]

  3. Reblogged this on Recruitment Reloaded and commented:
    I totally agree with this idea. To be great in sourcing you need to work for a great company.

  4. Ben McCann says:

    Fantastic post, not sure I agree 100%.

    For the most part I think you’re right. However as functions, locations and divisions within a large organisation are so different from each other it’s doesn’t always work to simply believe in your business. You’ll end up doublethinking.

    You have to truly understand the business, the team, the role and why somebody would want to do that specific role in the specific team rather than just why somebody would want to join the business.

    • Kasia says:

      Thanks for the comment Ben, and for disagreeing, this brings a lot to the table :)
      I would actually agree that there are huge differences sometimes between different locations and in fact, that was what I was dealing with at the time of writing this. I was recruiting for roles in the UK out of Poland and the culture of the centre I was based in was completely different to the everyday reality of those candidates that I placed.
      I guess if we reverse the theory, maybe it’s then more accurate? It’s not enough to believe in the business, but when you don’t, there’s only so much you can do to convince someone else to join… your potential candidates will hear it in your voice when you call them, it impacts how you structure messages (even if you’re not aware of it) and it impacts your motivation as well. This is why when I see a template approach email, my first thought is usually “this person really doesn’t seem to be enjoying their job as much as they could” and I rarely feel inspired to even look at the company page to see what they offer.

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