Strategic Sourcer

The Strategic Sourcer will focus on creating, building, and executing end-to-end sourcing strategies as well as manage a talent attraction strategy to recruit key talent for talent gaps. In addition, this person will build talent pipelines, success profiles, and talent communities.

In this role, you will work with various recruitment and social media systems and platforms, leveraging social channels and technology to create efficient and best-in-class stakeholder experiences. You will act as an advisor, using market analysis and industry research to inform sourcing strategies that enable future capability building and influence stakeholders to act proactively regarding their current/future talent mix and talent market availability.

Key Responsibilities:

• Partner with key stakeholders to build talent pipelines ahead of gaps/vacancies.
• Develop sourcing strategies that will target critical, high-level talent in highly competitive and challenging markets.
• Serve as a Sourcing expert, including leveraging talent market intelligence (LinkedIn Insights and SeekOut), historical data (ATS candidate fill data), and provide recommendations directly with business leaders, Recruiters, and Business HR.
• Build strategic talent networks through external partnerships, conferences, and industry engagement to identify, engage, and hire high-caliber talent aligned with business needs
• Develop deep expertise and seek continuous learning in-focus areas, with the ability to understand and speak in detail about functions, culture, and role responsibilities and showcase AbbVie’s Employee Value Proposition using Smart Recruiters CRM.
• Proactively source passive candidates through advanced search techniques including Boolean search on resume databases, social media, LinkedIn, and industry directories to uncover high quality talent pools.
• Conduct thorough candidate prescreening and facilitate presentation to hiring managers and recruiting team using various Talent Acquisition platforms to maintain/retain accuracy, quality, and integrity of data.
• Nurture Professional pipelines by keeping talent engaged as roles are posted and provides information regarding available opportunities.
• Providing updates and reporting on critical roles and sourcing activities to stakeholders and reporting.
• Develop strong partnerships with Recruiters and candidates to build a qualified candidate bench to meet current and anticipated business needs.
• Build trust and strong partnerships with internal stakeholders, including business leaders, Recruiters, Total Rewards, and Talent Development, and Business HR to understand the key roles and challenges to overcome to secure top talent.
• Gather data around competition and market conditions or trends that may impact on our ability to find and hire the right talent.