Non-IT Sourcer

Job Overview:

As a Non-IT Sourcer for our company, you will be responsible for sourcing, engaging, and

attracting candidates for roles across Marketing, Sales, Finance, HR Operations, and other

Corporate Functions. You will work closely with hiring managers and HR teams to ensure we

hire exceptional talent that will drive business success and support our organizational growth.

Key Responsibilities:

1. Sourcing and Identifying Talent:

• Proactively search for and engage with candidates across various platforms,

including LinkedIn, job boards, networking events, social media, and employee

referrals, focusing on non-IT roles in Marketing, Sales, Finance, HR Operations,

and corporate positions.

• Build and maintain a network of qualified candidates for future recruitment

needs.

• Use advanced sourcing techniques such as Boolean search and competitor

analysis to identify potential candidates for hard-to-fill roles.

2. Screening and Candidate Evaluation:

• Review resumes, portfolios, and applications to assess candidate qualifications

for roles in Marketing, Sales, Finance, HR Operations, and other corporate

functions.

• Conduct phone screenings to evaluate candidates' experience, skills, and

cultural fit for the organization.

• Shortlist candidates based on initial assessments and forward to hiring

managers for in-depth interviews.

3. Collaboration with Hiring Managers:

• Partner with hiring managers in various departments (Marketing, Sales, Finance,

HR, Corporate) to understand their specific hiring needs and ideal candidate

profiles.

• Act as a strategic advisor to hiring managers, offering insights on the talent

market and assisting in refining job descriptions to attract the best candidates.

• Coordinate with hiring teams to schedule interviews and manage feedback

loops efficiently.

4. Job Advertisement and Employer Branding:

• Write engaging and detailed job descriptions tailored to specific roles across

Marketing, Sales, Finance, HR Operations, and corporate departments.

• Promote the company's employer brand through various channels to attract

high-quality talent and maintain a positive public perception of the company.

• Ensure that all job postings are aligned with the companys values and cultural

fit.

5. Candidate Engagement and Relationship Building:

• Engage with potential candidates through personalized messages, phone calls,

and emails, fostering strong relationships with both active and passive

candidates.

• Provide candidates with a great experience by guiding them through the

recruitment process and ensuring they are informed about their status.

• Keep candidates engaged in the recruitment pipeline for future roles even if they

are not selected for current openings.

6. Talent Pipeline Management:

• Develop and manage a pipeline of qualified candidates for future vacancies

across Marketing, Sales, Finance, HR Operations, and corporate departments.

• Maintain a strong database of candidate profiles and update regularly on the

progress of each hiring process.

• Maintain long-term relationships with potential candidates for future

opportunities, ensuring the company always has access to top talent.

7. Market Research and Competitive Analysis:

• Stay up to date on industry trends, salary benchmarks, and the competitive

landscape within Marketing, Sales, Finance, HR Operations, and corporate

functions.

• Provide hiring managers with insights on talent availability, trends in the labour

market, and compensation expectations.

• Use market data to refine sourcing strategies and improve recruitment

processes.

8. Reporting and Data Management:

• Track and report on key sourcing metrics such as time-to-fill, candidate

engagement rates, and hiring manager satisfaction.

• Analyse sourcing success and adjust strategies to ensure continuous

improvement.

• Provide regular updates on sourcing activities and candidate progress to the HR

and recruitment team.