A Day In The Life of a Sourcing Manager
Sourcing Manager / Professional Recruiter, SITE Staffing
Maurice Pendergast is a sourcing manager for SITE Staffing specializing in the manufacturing field. Maurice helps high-end professionals find permanent employment opportunities in the Milwaukee area.
The first thing Maurice does each morning before even getting out of bed is down a tall glass of water. He believes that very few people realize how important hydration is for staying healthy and jump-starting your body’s metabolism.
Afterward, he took a shower and suited up. For Maurice, maintaining a highly professional appearance is extremely important. He knows his candidates are putting their trust in him to find them a better career so they can make a better life for their families, and he wants to look the part.
Maurice drove to work in his Ford Explorer, noting that he had just recently replaced the exhaust. “It had started sounding like a 1969 Chevelle,” he joked. Fixing it meant he no longer needed to feel embarrassed when he took clients out for meetings—something he does frequently.
In Maurice’s role, no two days are exactly the same. Before going into work on this particular morning, he had breakfast with a candidate who was considering a career change. Maurice recognizes that people are truly busy these days, so he does what he can to work around candidate’s calendars and meet them where they are, whether it be for breakfast, lunch, dinner, or something else entirely.
Maurice’s office has no windows, which might sound like a drawback to many, but he prefers it this way. “It allows me to give 100% of my attention to my clients and candidates when I speak with them on the phone,” he said.
Maurice said that in the winter, seeing the region’s dreary, overcast weather puts a damper on his mood. In the summer, it makes him want to blow off work to play golf with some of his business associates. The perfect solution? Having no window at all. Having no window keeps his mind focused on his work and the tasks at hand.
That’s not to say his office is drab or dreary—Maurice keeps it bright with photos of his three sons (ages 6, 12, and 17). Seeing their faces help center him and remind him why he strives for success in the first place.
Once settled in his office, the first thing Maurice does is respond to emails from candidates regarding new opportunities. His goal is to determine if it was even worth their time for them to have a conversation.
For example, it wouldn’t be a great use of time if Maurice can immediately tell that the candidates are under-qualified for a position. In assessing their situations and whether he can be of help, Maurice aims to be honest and realistic with them about their skill levels and earning potential. Often, the candidates he speaks to are lacking years of experience, seniority, and the certifications required for the positions they’re seeking.
In these situations, Maurice is tasked with the responsibility of breaking the bad news without hurting the relationship. “It’s the most depressing part of the job,” he said. His approach is to be honest, telling them exactly where they fall short. Then, he re-focuses on seeking out other career opportunities that may help those candidates achieve their aspirations.
In investigating candidates, Maurice noted that efficiency is key. Currently, he has around 22 different job opportunities on the market, which is actually low for the division. At any given time, his team of three may be tasked with juggling 70-85 different openings.
After firing off important emails, Maurice opened up LinkedIn, taking any opportunity to connect with professional contacts by wishing them a happy birthday, congratulating them on their new role, or praising them for a promotion.
Maurice believes this is where employer branding truly stands out. Not many professional individuals take these small measures. He truly believes a simple “Happy Birthday! Hope all is well!” goes a long way in professional relationship-building.
Maurice also brings up that birthdays are often a time when people pause to think about where they are in their career and whether not they’re satisfied. For Maurice, this is the ideal time to start asking them important questions about where they want to be in their lives and whether they are considering a career change.
Generally, Maurice has found that people respond well to these small gestures. He reported receiving a thankful, friendly response about 80% of the time. Given that many people get depressed on their birthday, he said he also hopes the gesture serves to brighten their day.
Next, Maurice attended one of SITE Staffing’s continued learning classes. The initiative is titled “SITE University,” and Maurice jokingly stated that he’s looking forward to receiving a Letterman’s Jacket. The “University” exists to allow team members to teach and share the knowledge they’ve learned in the industry.
On this day, the presentation was given by Maurice’s coworker Geri, who is a sales representative at SITE Staffing. Her topic was “Let’s Have Fun Networking,” and she shared with her coworkers on the following points:
- Attending business networking events
- Choosing a goal
- Getting social in your off-hours
- Knowing your worth
- Identifying conversational icebreakers
- Bringing a buddy
- Finding a reason to follow up
- Don’t be negative
- Don’t be selfish
- Don’t be afraid to ask for what you want
- Have fun, relax, and enjoy yourself
Maurice noted that he has not yet been asked to present at SITE University, but he likely will be soon. When asked what topic he would choose, he responded that it would likely be on employee branding: in other words, how you present yourself, how you speak about yourself, and whether or not you’re actively listening.
Maurice interviewed a Production Supervisor that would like him to get his information in front of the hiring manager. When interviewing, the first thing Maurice wants to know is what is motivating their decision to look for new opportunities.
Most commonly, candidates respond that they’re not a fan of the work environment, they want a higher salary, they’re dissatisfied with a change in management, or they know the market is hot and they just want to see what else is out there. According to Maurice, how the candidate answers that first question determines the course of the interview.
His client, in this situation, was a multi-million dollar corporation that is a world-leading manufacturer of powered wheelchairs. The company is in need of a 2nd Shift Production Supervisor.
Back during the recession, Maurice was able to send 6-10 or even as much as 15 qualified candidates to his clients. These days, he says he’s lucky to get one or two. “It’s a candidate’s word,” he says. To fill positions, his clients need to act quickly, or candidates will move on quickly to another opportunity.
Maurice said, “The days of people working 25 or 30 years for the same company and then retiring are almost over.” Some people in high-demand positions will move for a wage difference for as little as 25 or 50 cents—according to Maurice, it’s a hot market, and companies hoping to fill positions need to move quickly.
In the spirit of efficiency, when Maurice submits his candidates’ information to hiring managers, he makes sure to sum everything up in just one email so they can quickly make an informed decision. The email includes:
- The Match
Unfortunately, the individual that Maurice submitted to this particular client on Thursday called him on Friday to politely decline the offer, stating he had accepted a different role. According to Maurice, this perfectly illustrates how quickly an opportunity with a candidate can disappear, making time of the essence in his role.
Before another interview, Maurice took the time to review and prepare. On this day at noon, he had a meeting scheduled with a woman named Meredith who was considering her next career move. Maurice connected with Meredith on LinkedIn when he reached out to congratulate her career success thus far.
After leaving Meredith a voicemail, Maurice figured that she must have gotten caught up at work. This is somewhat common, given how busy people are these days.
His follow-up strategy is to leave an initial voicemail accompanied by an email. 24 hours later, he’ll email again. After 48 hours, Maurice sends out one last, cordial email letting the individual know he won’t be attempting contact again.
Maurice recognizes that he doesn’t have time to continually pursue individuals who aren’t interested. “The people who most need my help will make the effort,” he said. After that final email, Maurice turns his attention towards other potential candidates.
Before lunch, Maurice set aside several minutes to help out a friend who had recently started a job at a start-up company. His friend has asked him if he knows and local printers who make 3D raised foil business cards, and Maurice was certain that he could help. Using his 4,000 LinkedIn connections, Maurice was able to find 3 different local printers.
Generally, Maurice spends lunch time meeting candidates or business associates. He finds that getting them out of their work environment makes them feel more comfortable with discussing what they’re seeking next in their career.
When he goes out to lunch by himself, he uses the time to review his morning’s accomplishments and think about what needs to happen in the afternoon.
If there’s a task he doesn’t want to forget, he takes this time to make a note or send himself an email. Maurice points out that people forget things all the time, but with today’s technology (like smartphones), he believes we have the power to become more efficient and productive.
After eating a healthy lunch—after all, you need your health to help others—Maurice checked back in on LinkedIn. He sifted through his notifications and noticed a comment response from a man named Joe. Even though Maurice has never met Joe, he could tell that he was actively invested in helping those around him—something Maurice finds notable.
When it comes to his interactions on LinkedIn, Maurice tries to be positive and uplifting. As he scrolls, he keeps in mind one of his favorite quotes from Maya Angelou: “I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” In his online interactions and networking efforts, he seeks to brighten people’s day and make them feel good.
Maurice started performing searches to see what Production Supervisors might be taking a look at other opportunities to increase their skill set and advance their career.
He used keywords, titles, and location filters to sift through potential candidates. Then, he messaged individuals asking about their past experiences and job-specific questions. Their answers determine whether or not they’ll be a good fit.
In the hour and a half that Maurice spends performing targeted searches and identifying potential candidates, he will send out as many as 30 messages. Of those 30, he reported that an average of 2 or 3 will respond. This goes to show how busy people are these days—another factor that makes Maurice’s role so challenging.
Maurice had yet another interview approaching at 3:00 PM, so he began to prepare for it by looking over a Process Technician’s LinkedIn profile. He reviewed where he lives, what he seeks in his next career, and what skill set he brings to the table. Reviewing this information before the interview helps Maurice get straight to the point and nail down how to provide the best value possible.
This individual, in particular, worked for a larger plastics manufacturer. According to Maurice, process technicians with backgrounds in plastics are absolute gold in the Milwaukee area; he’s lucky to place one per year. At any given time, there are at least 60 recruiters in the area who are likely seeking them out.
By the time Maurice had brought four opportunities to the table, the individual had already scheduled several interviews with other companies. “I was about two hours too late,” Maurice said. “Time is everything in my world.”
Maurice geared up for his final interview of the day: one with a candidate from the Medical College of Wisconsin. He looked over her LinkedIn, considering how he could bring value to her skill set.
This interview was more of an informal, “Hey what are you looking for?” than anything else. Unfortunately, the candidate was no longer in the field. When Maurice discovers that a candidate isn’t going to be a fit, he pivots the conversation’s focus and begins considering what connections of his may be able to help. Even if he can’t connect the candidate with a better career opportunity, someone in his professional circle likely can.
Maurice started performing a search for an Estimator on behalf of his client in West Allis. The hiring manager needed an individual who understands material margin, knows how to calculate price per hour based on machine-run speeds, and is familiar with the converting industry—if Maurice could find a candidate that also specialized in adhesives, he would hit the jackpot.
Maurice spent some time helping Vet’s find employment in the Milwaukee area. Then, it was time to go back to searching for Estimators.
This is when Maurice set up his candidate for an upcoming onsite interview at his client’s plant. He gave his candidate an “Interview Prep Packet” in order to add value and help his candidate prepare.
The Interview Prep Packet is attached below.
Then, Maurice went back to his Estimator search and interviewed a candidate that knew the converting industry. The interview went well, and even though his client was looking for a very specific skill set, he was able to provide them with 3 potential candidates. However, only one of which actually attended an on-site interview, as the other two candidates ending up backing out. Maurice believes that this type of situation only emphasizes the necessity for clients to incentivize candidates to move.
Tonight, Maurice took an UBER to a Wine tasting and networking event so he could help more people in the Milwaukee area. But any night that he wasn’t going to networking events, Maurice would be fulfilling his role as Cub Master for Pack 586, making dinner for his boys, or taking care of normal household tasks.
Maurice believes that his family plays a large role in both his personal and professional life, constantly helping him strive to be better. In turn, he does what he can to help his kids in school, keep in contact with their teachers, stay involved in their personal lives and invest in them as people
As the Cub Master for Pack 586, Maurice does a lot with the Cub Scouts and Boy Scouts, helping them sell items that he believes helps the new generation become productive members of society. Other nights, his evening is occupied with making dinner for his three boys, paying his mortgage, or going to networking events.
Maurice graduated from the University of Wisconsin Whitewater, where he double majored in journalism and marketing with a minor in management. Following his graduation, he broke into the business world and began networking. Eventually, one of his friends within his networking group tried to convince him to join his team; and after about 6-7 months of convincing (and promise of a pay raise), Maurice joined SITE Staffing, his company for the last 5-6 years.
What was the most impactful experience of your career?
While Maurice believes that there are many impactful moments in his career, he answered that when he has a situation with an individual who was originally very happy with their current position until something completely out of their control happens, and they are left looking for new employment. When Maurice helps them find a new career that’s so much better than their previous one—a better work environment, a raise, a shorter commute, and consequently a better personal life—he feels a great deal of satisfaction.
Which job do you want to experience next?
Jobs like Maurice‘s
About the Author
LinkedIn, Manager, Networking, Professional, SITE Staffing, Sourcing, recruiter