HR Marketing – What is it: Concept and Types

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But despite this fact, the demand for IT personnel is only growing. For this purpose, benefits and government support measures are even being introduced for professionals with higher education working in accredited IT companies. The demand for IT sourcers who can quickly fill vacant positions has also increased. The Russian IT industry is being systematically restructured through import substitution. In 2023, this industry was developing so rapidly that its indicators increased rapidly. Thus, sales of products and services of Russian IT companies increased by 30%. Corporations such as Yandex, Sber, Avito continue to expand. As well as Tinkoff, Ozon and MTS... Therefore, they have to build up teams of technical professionals at an accelerated rate.


It is worth considering that IT companies publish chinese singapore phone number list vacancies in corporate media. And job seekers prefer to post resumes in thematic Telegram channels. Against the background of these trends, IT sourcing services are becoming more in demand. Register and evaluate all the possibilities of earning money on personnel selection for free Register What is the difference between a sourcer and a recruiter? A sourcer is an HR professional who delves deeper into the labor market than a recruiter. Its tasks: Collect the necessary information about the candidates. Find an approach to applicants who meet the company's requirements. To interest candidates in the job – to “sell” the vacancy. Recruiter's tasks: Interview the applicant.


Assess his professional skills and personal qualities. If the candidate is suitable, make him an offer. If the candidate decides to refuse, the recruiter must know how to convince him otherwise. The difference between these specialties is as follows. A sourcer mostly works with information. A recruiter pays more attention to candidates. The first contact with the applicant is made by the sourcer. The main part of the interaction is assigned to the recruiter. In some companies, 2 positions are combined. But if the flow of vacancies is significant, you should not put the entire load on one recruiter. He constantly "jumps" from searching for technical professionals to interviews or evaluating resumes? Then he will not succeed in any of these tasks.