After a brief screening call, candidates are required to complete a 30-minute test that includes numerical, verbal, and spatial assessments for the position of Technical Talent Acquisition Sourcer.
As a Senior Talent Acquisition professional with over 10 years of experience, I believe these types of assessments are not suitable indicators of a candidate’s fit for this role.
The role of a Technical Talent Acquisition Sourcer relies heavily on skills such as stakeholder management, sourcing strategy, market research, relationship building, communication, negotiation, and a deep understanding of technical roles and labor market dynamics.
A more accurate and positive assessment strategy would focus on structured interviews, work samples, sourcing exercises, or behavioral questions that reflect real-world challenges in the role.
