In today’s fast-paced recruiting environment, virtual sourcers (VAs) are becoming an increasingly valuable resource. They help streamline the talent acquisition process by handling initial candidate searches, screening, and administrative tasks, allowing recruiters to focus on more strategic activities. However, there’s a common misconception among recruiters that needs addressing: the unrealistic expectation of immediate results during a free trial period.

The Unrealistic Expectation of Free Trials

It’s not uncommon for recruiters to request a free trial before committing to a virtual sourcer’s services. They often hope to find a candidate they can place within a brief period—sometimes as short as three days. However, this expectation is fundamentally flawed for several reasons:

1. Learning Curve: Even the most skilled virtual sourcer needs time to understand the specific needs, preferences, and nuances of a recruiter’s industry and company culture. This can’t be achieved in just a few days.
2. Relationship Building: Effective sourcing is built on strong communication and collaboration. A virtual sourcer must be integrated as part of the team to deliver the best results. This requires time and trust, not a rush to prove capabilities in an unrealistic timeframe.
3. Quality over Quantity: Good sourcing is not about the number of candidates found quickly, but about finding the right candidates who are a good fit for the roles. This process involves careful vetting and assessment, which can’t be rushed.

Why Three-Day Trials are Ineffective

A three-day trial period doesn’t allow a virtual sourcer to demonstrate their full potential. Here’s why:

• Insufficient Time for Training: Understanding a recruiter’s specific requirements, the industry jargon, and the company’s unique needs takes time. Expecting a VA to be as productive as a seasoned recruiter immediately is unrealistic.
• Short-Term Focus: A brief trial forces the VA to prioritize speed over quality, leading to subpar results. Real value comes from sustained effort and strategic thinking, not from hurried actions.
• Misaligned Expectations: Recruiters bring years of experience and deep industry knowledge to their roles. It’s unreasonable to expect a new VA to match that level of expertise instantly. Effective sourcers need time to align their approach with the recruiter’s goals.

Best Practices for Engaging Virtual Sourcers

To make the most of a virtual sourcer’s capabilities, recruiters should consider the following best practices:

• Integration as Team Members: Treat virtual sourcers as part of the team, providing them with the necessary context, tools, and support to succeed.
• Reasonable Onboarding Period: Allow a sufficient onboarding period for the sourcer to learn and adapt. A month or more is typically necessary to see meaningful results.
• Clear Communication: Maintain open and frequent communication to ensure the sourcer understands your expectations and feedback, which helps in refining their search strategies.
• Focus on Long-Term Value: Prioritize building a long-term relationship over short-term gains. A well-integrated sourcer can significantly enhance your recruiting capabilities over time.

Key Points:

• Free trials often set unrealistic expectations and can hinder the potential of virtual sourcers.
• Effective sourcing requires time for learning, adaptation, and integration.
• Recruiters should foster a supportive environment, allowing sourcers to grow and contribute meaningfully.
• Long-term collaboration yields better results than short-term trials.

By acknowledging these realities and adjusting their approach, recruiters can fully leverage the expertise of virtual sourcers, leading to more successful and efficient hiring processes. The key is to view virtual sourcers as integral team members, investing in their success for the long-term benefit of the entire recruitment strategy.