Does anyone have any advice in regards to building your case as a Sourcing Specialist and how this role is vital on a talent acquisition team? Especially with 90-98 open reqs and at least 15-20 of those are immediate needs and the 3 recruiters on the team do not source their candidates on their own. I know my reasons but I’m curious if anyone has anything to say maybe I haven’t thought of that could be helpful for me to use, thank you!

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Out of curiosity, what kind of case are you trying to build? A business case for a promotion? New headcount additions to the team?

You may want to talk to your boss and ask them

For technical, strategic and/or senior level roles, I’m of the opinion that the most effective sourcing is done if Sourcing Specialists focus on 8-10 reqs at a time (3-5 high priority roles & 4-6 other roles).

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If most/all of your 20 urgent reqs are disparate w/ minimal overlap, you’ve probably been in one of these scenarios:

• You’re only able to source on each role for ≈2 hrs/wk, and you feel like you can never get consistent momentum (assuming a 40 hr work week).
• You feel like you’re letting roles slip because you’re only able to focus on the high priority reqs.
• You’re putting in 50-60 hrs/wk, but getting paid a 40 hr/wk salary.

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