Can a Recruiter be a great Sourcer?

[Kimberly Doss]

I have a question…I had an interview last week for a Contract Recruiting role and the interviewer made a comment to me that you cannot be a good sourcer and recruiter at the same time and I explained that being in the business for 20 years and riding the waves of our economic triumphs and disasters has made me strong in both areas. I consider myself a “headhunter” and not a recruiter and the reason is I do not spend anytime on the job boards and much time researching, calling, and networking with potential candidates. I create spreadsheets for each role with very specific details including the competition, groups, skill set, established connections for referral purposes and so on. Then I call into the prospective candidate and explain to them who I am (in most cases)  and then present the opportunity. I handle the scheduling of the interview, negotiations and client relations. So, I really do consider myself an expert in both areas.

So, my question is: How many of us are out there that handle both sides of the business and are having trouble marketing yourself effectively? I do need to explain my process which is fine, but it seems there is much surprise when I finish explaining…an often times I get, well, you are over qualified for this role or we just did not budget paying someone as much as you are asking….any thoughts?? Thanks!
Kim

[Glenn Gutmacher]

Those companies aren't sufficiently educated on what a greater sourcer-recruiter combined skillset brings to the table. It's usually too hard to educate them on the value of that. If they budgeted for an inbox recruiter, then that's probably what they'll get... unless this economy doesn't start chugging and some (but not all) overqualified people will swallow hard and take the job for the comp being offered. But they won't stay long-term. You're better off focusing on companies that are already educated on the greater value of hunters vs. farmers -- and everything else you bring to the table.