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Blogs

The Latest News and Insights from The Sourcery

The Startup Guide To Recruiting With AI

In this blog post we explore the benefits and pitfalls of solely relying on AI Tools to enhance your recruiting process.

Staff Augmentation for Large Companies

Bigger companies with multiple open roles need a strategic approach to recruiting. As headcount fluctuates and the talent pool ebbs and flows, the ability to hire successfully often depends on how quickly HR can pivot resources and launch into hiring mode.

Interview Questions You Should NOT Ask

Sometimes, seemingly innocuous questions can cause a stir and, in some cases, can even be considered illegal.** The reason is that evaluating and assessing a candidate should be on skill and experience alone, not on any protected group. Thus, asking certain questions can be considered hinting at discrimination - examples of allowable questions provided below as well. The EEOC, which enforces federal law, evaluates and investigates any complaints that arise during whats considered pre-employment period. It is necessary to be mindful and steer clear of areas or subjects that could expose you to a lawsuit or other legal repercussions.

Hiring Managers: Interview Questions NOT to Ask (and ones that are OKAY)

The Sourcery is the first Recruiting-as-a-Service company, helping organizations of all size scale and grow by finding top talent. For nearly a decade, The Sourcery has helped 350+ companies hire for critical technical, business, and operational roles. Whether acting as your in-house recruiting team or supplementing your existing team, we build a repeatable hiring process to drive down cost and time to make each hire.

Hiring Without In-Person Meetings

The Sourcery works with several distributed companies that never require in-person meetings when hiring. Below are some of the reasonings, tips, and best practices on why it makes sense and what to prepare for when hiring remotely.

Putting Together an Impactful Careers Page

Your company’s website and careers page are the first places prospective employees will look and it’s a major part of what will help you grow your team. Building a hiring brand is a huge commitment but with a strategy and some creativity your ROI on recruiting will increase as people grow their understanding of what working at your company would be like.

Making Hiring Less Painful for Startups

Things may seem dire, but you don’t need to make an offer to every developer that you meet. If you’re a funded startup, there’s still hope! You just need to make recruiting a priority and to spend the time and effort learning how to do it correctly. Or, you can always pay someone to do it for you

Finding (finally?) that Hard-to-find Candidate

A commonly overlooked aspect of most “hard to fill” positions is that the employer’s filter may not be open-minded enough. For instance, are you looking for concrete experience, or aptitude and potential? Which is more important?

Selling your Company to a Fantastic Candidate

As hiring managers, we often spend a lot of time figuring out how to draw the right candidates to apply to a job. We talk about skills, experience, aptitude, attitude and culture fit. We write ads about the role but there’s a key component we need to consider beyond the position we’re trying to fill

Candidate “Ghosting”: A Sad, New Trend in Hiring?

Recruiters and talent teams alike are reporting more and more ghost sightings. And no, these sightings are not referring to the annoying specters of the paranormal variety. Rather, “ghosting” is a term originally made popular by millennials, and is more commonly associated with dating – when one party suddenly ends a relationship by means of an inexplicable withdrawal from all communications.

4 Ways to Make your Company Stand Out

With unemployment rates hitting a 50-year low, it’s pretty consistent across the board – hiring is HARD right now. Not only do you have to deal with full employment, but your company has to find a way to rise above the noise and beat out your competitors.

“How to Pitch Your Company to Top Talent” Webinar

The day-to-day life of a founder can be stressful. With a finite runway and strain on all resources, you can only afford to focus your time and energy on what matters most – your product, hitting QBOs/KPIs, market share or user regs, and your next round of funding. It would help if you also had know-how on attracting the top talent who will help you deliver on your dream outcome — keeping in mind, the better and more bought-in the talent, the higher potential of your dream coming true.

A Secret to Competing with Global Goliaths

Let’s be real here, there are certain roles that seemingly every company is searching for. With unemployment at a 49 year low, the SF and Silicon Valley markets on a hot streak, and the goliaths (Facebook, Apple, Google, etc.) emptying the talent pools, how can a startup or mid-size organization meet their engineering and hiring needs?

Top Talent, Your Brand & Nailing The Candidate Experience

Candidate experience is the way a candidate perceives your organization through their interactions with your team and brand during the recruiting and hiring process. Companies can’t afford for candidates to have sub par experiences during the interview process and expect to win.

Helping with the Covid-19 Response

We are facing the global challenge of our lifetimes with the Covid-19 worldwide pandemic. The last globally significant pandemic was the 1918 “Spanish Flu,” which was part of our great grandparents’ generation (CDC).

Building A Strong Hiring Pipeline of Candidates

Are you currently dealing with a bottleneck in your candidate pipeline? You may not be the only one. Numerous clients and our own experience show us a trend of candidates staying put in their current jobs for fear of the unknown. Covid-19, Q4, and an Election year add up to unsettling times both nationally and internationally and strong candidates are not immune to their internal pressures to hold on to a sure thing vs making a career change.

Selecting the Best Recruiting Agency

Meanwhile, I’ve had the opportunity to hear stories from our clients about how they managed to grow their companies and/or raise funding during this unusual time.

Diversity Recruiting Strategy in 5 Steps

Diversifying your team through a diversity recruiting strategy will allow your company to develop into a more modern, accepting community that celebrates differences. More companies and organizations are reviewing their hiring practices to enrich their teams with people from all backgrounds.

Best Practices For Video Interviews

The Sourcery often recommends video interviewing as the next step in our own process, after sourcing and screening candidates on behalf of our clients. Companies find that a video interview can be just as, if not more, effective than phone or sometimes in-person, mainly if its recorded. Below are some statistics, tips, and best practices to take into account when conducting your interviews.

Hiring A Remote Team

The Sourcery works with numerous organizations that operate under a fully distributed model. Many analysts and experts believe that for some verticals, remote work is the future. Below are some useful statistics, tips, and considerations to account for if and when you and your company decides to go the route of distributed.

Candidate Communications For COVID-19 And Economic Uncertainty

According to Harvard Business Review and Crisis Management experts, transparency and relatability are paramount, particularly in times of uncertainty. This applies to candidate communication-it is essential to be upfront with all parties to ensure the best experience. Some companies are fully financially stable even during health and economic storms because of the nature of their businesses (B2B) and the vital role their offerings play among the specific customer bases they serve. While this might not be true for all companies, regardless of your situation, you must communicate and be honest with your candidates to build the right relationship and foundation.

Every client is unique, just as every role and candidate is unique. Let’s connect, we want to understand your needs and share how we can help spin up a winning team for you.

Speak to a USA based representative now by calling us at 415-423-2764 or schedule a consultation to speak to us this week about your hiring strategy.

"We were able to hire a string of engineers in a very short time. The Sourcery took a ton off our plates immediately. Like In-House Recruiters, but better... It's hard to juggle the work to build the product and hit the milestones while also managing the hiring process."