Talent Sourcer

As a Talent Sourcer at CEQUENS, you'll engage in several key responsibilities, including utilizing various sourcing techniques such as LinkedIn Recruiter and Boolean search to identify high-quality candidates. You'll manage our Applicant Tracking System (ATS) to organize candidate pipelines, develop a robust talent pipeline, and communicate effectively with potential candidates. Your role also extends to market research, collaborating with recruiters to align sourcing strategies with hiring needs, and promoting CEQUENS's employer brand.

To be successful as a Talent Sourcer at CEQUENS, candidates should have 1 to 3 years of experience in talent sourcing, ideally within tech or SaaS industries. You’ll need a strong background in sourcing techniques, particularly with tools like LinkedIn Recruiter and ATS systems. Excellent communication skills, a proactive approach, and knowledge of global talent markets are essential for engaging effectively with candidates and managing multiple sourcing projects.

A Talent Sourcer at CEQUENS should possess strong sourcing expertise, particularly in utilizing LinkedIn Recruiter and implementing Boolean search methods. Being tech-savvy is crucial as you'll need to manage our ATS and handle recruitment CRM tools. Additionally, having strong interpersonal and written communication skills will help in effectively engaging passive candidates, while market knowledge will guide your recruitment strategies.

At CEQUENS, a Talent Sourcer promotes employer branding by actively engaging with talent communities and attending networking events. By fostering relationships with potential candidates, sharing insights about the company culture, and showcasing opportunities for professional development, you'll help position CEQUENS as an attractive employer in the competitive tech landscape. Collaborating with the recruitment team ensures consistency in messaging and enhances our overall brand presence.

The hiring process for a Talent Sourcer at CEQUENS typically involves an initial screening interview, where we discuss your experience and sourcing strategies. Following that, candidates may participate in a practical assessment to showcase their sourcing skills. Finally, interviews with our Talent partners and hiring managers focus on cultural fit and collaboration. Throughout the process, we value open communication and aim to provide a seamless candidate experience.

When answering this question, emphasize your experience with various sourcing methods such as LinkedIn Recruiter and Boolean search. Provide examples of how you've successfully utilized these techniques to identify and engage candidates. Discuss the importance of adapting methods to the role and market trends.

To effectively answer this question, describe your approach to prioritization. Discuss how you assess the urgency of roles, collaborate with hiring managers to understand their needs, and manage multiple projects by utilizing organizational tools. Highlight your ability to remain flexible and adapt to changing priorities.

In your response, detail your experience using ATS systems, focusing on how these tools help you track candidate progress, manage pipelines, and streamline communication. Explain how leveraging data from the ATS informs your sourcing strategies and improves the hiring process overall.

When discussing candidate engagement, share specific strategies you've used to reach out to passive candidates. Highlight the importance of personalized messaging and establishing long-term relationships. Provide examples of how you've successfully converted passive candidates into interested applicants.

It's important to show you’ve done your homework on CEQUENS. Discuss the company’s mission, products, and position in the tech and telecom sectors. Understanding recent trends and competitors can also demonstrate your interest and how you can contribute to attracting talent in this competitive landscape.

Convey your commitment to continuous learning by mentioning resources you utilize such as industry publications, webinars, and professional networks. Explain how staying informed allows you to make strategic sourcing decisions and remain competitive as a Talent Sourcer.

Share a specific example of when you faced challenges in sourcing and had to modify your approach. Discuss what prompted the change, the new strategies you implemented, and the outcomes. This showcases your problem-solving skills and adaptability in a dynamic environment.

In your response, focus on key performance indicators (KPIs) such as the number of qualified candidates sourced, time-to-fill positions, and candidate engagement rates. Explain how you analyze these metrics to inform and refine your sourcing strategies, demonstrating a data-driven approach.

Highlight the importance of collaboration with hiring managers and recruitment teams when discussing this question. Provide examples of how input from these stakeholders helps refine job specifications and sourcing strategies, ultimately leading to more successful hires.

When answering this question, discuss the aspects of CEQUENS that stand out to you, such as company culture or growth opportunities. Share strategies for promoting the employer brand, such as engaging with talent communities and showcasing employee testimonials, which reflect positively on the organization.