What does it take to be a Sourcer in today’s world? We asked three Sourcing Leaders what their top questions are when interviewing a Sourcer for their team. Here are 8 interview questions a Sourcer needs to be able to answer, according to the experts.
Marrin-Boyd Andrews, Global Talent Sourcing Manager @ Fonterra
Can you describe a time when you had to pivot your sourcing strategy due to unforeseen challenges? How did you identify the problem, and what steps did you take to overcome it?
This question evaluates the candidate’s problem-solving abilities, adaptability, and resilience in the face of sourcing challenges. By discussing a real-life scenario, the candidate can demonstrate their critical thinking, resourcefulness, and ability to adjust their strategies when initial plans do not yield the desired results.
I hope they will share a specific example where they encountered a significant obstacle, such as a limited talent pool or unexpected client requirements. They should describe how they identified the issue, the alternative strategies they implemented (e.g., tapping into different networks, revising job descriptions, leveraging employee referrals), and the successful outcome. This will show their flexibility and innovative thinking in problem resolution.
Can you share an example of a successful tech sourcing project where you utilised AI tools or prompt engineering to enhance your candidate search? What specific tools did you use and how did they impact your results?
This question aims to gauge the candidate’s practical experience with AI and prompt engineering in the context of tech sourcing. By asking for a specific example, you can assess their familiarity with AI tools, their ability to integrate technology into their sourcing strategies, and the tangible outcomes they achieved.
I expect a detailed example where they used AI tools or prompt engineering to improve their sourcing process, such as automating repetitive tasks, refining candidate searches, or enhancing candidate engagement. They should mention the specific tools (e.g., AI-based sourcing platforms, chatbots) and explain how these technologies led to more efficient sourcing, higher quality candidates, or faster time-to-fill metrics. This demonstrates their technical proficiency and innovative approach to sourcing.
How do you stay updated with the latest advancements in AI and prompt engineering, and how do you incorporate these developments into your sourcing strategies?
This question is designed to understand the candidate’s commitment to continuous learning and professional development in the rapidly evolving fields of AI and prompt engineering. By exploring their approach to staying informed about new technologies and methodologies, you can evaluate their proactive learning habits and their ability to apply cutting-edge techniques to enhance their sourcing practices.
I hope they will mention specific resources they use to stay updated, such as industry blogs, webinars, professional networks, or conferences. They should describe how they incorporate new learnings into their daily work, such as experimenting with new AI tools, refining their prompt engineering techniques, or sharing knowledge with their team. This shows their dedication to staying at the forefront of the field and continuously improving their sourcing capabilities.
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Denise Pereira, Founder @ KaleidoSource
You’re working on a curly requirement, and you’ve got all the information you need from your hiring manager, talk/walk (via demo) me through your strategy on how you’d go about sourcing for that role.
We’ve all encountered people who say they can easily find people and rely only on one channel as a solution. This is a great way to go back to basics and see if they understand the who/what/why through their search, their strategy to get from A to B and how creative they can get. Do they understand and know the different operators?
How have you shown your HM value upfront during a discovery session (intake)?
This question shows if the candidate is thinking one step ahead if they know their space well and recognise the importance of gaining trust from the onset.
As a sourcer, how do you measure your success, how do you know what’s working and what isn’t?
This question looks for a few things. Is the candidate able to gauge their abilities and adapt? It shows how self-aware they are without the complete reliance on company-wide KPI’s especially in a stand-alone role which many sourcers usually are in. Understanding metrics shows they are data-driven and use that as a means to improve.
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Sarah Calverley, Senior Manager – Talent Sourcing Asia, @ Microsoft
Tell me about your most inclusive Sourcing Strategy you’ve implemented (and the results)
This question instantly separates Inclusively minded Sourcers from the rest because the answer will either be really thoughtful and detailed or skim over the most important aspects of Diversity Sourcing.
Looking back at your experience and knowing what you know now, what are the biggest sourcing mistakes you have personally made either in your approach, search or strategy?
There really are no wrong answers to this one. What it reveals is a sense of awareness, growth mindset and reflection which is so important for all of us, but as Sourcers we need to consistently evolve and learn to become better. Sourcing is really iterative. This also shows where the interviewee can centre their own responsibility and learning vs the difficult circumstances that could potentially be blamed for mistakes. I personally look for people who have a strong growth mindset to failure.
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