Recruitment Sourcing Strategy Template

Identify the key requirements for the job. What skills, experience, and qualifications are necessary for the role? Consider the specific needs of the company and the team. This will help ensure that the right candidates are sourced for the position.

Plan and define the strategy for sourcing candidates. Determine the best approach to attract potential candidates and ensure a diverse pool of applicants. Consider both active and passive candidates.

Set up channels to effectively reach potential candidates. Consider using platforms such as LinkedIn, social media, and job boards. Ensure that the channels used align with the target audience and the sourcing strategy plan.

Create engaging job descriptions that attract potential candidates and accurately reflect the job requirements. Highlight key responsibilities, required skills, and desired qualifications. Use a friendly and inviting tone to encourage applications.

Publish the job opening on selected platforms such as LinkedIn, job boards, and company websites. Make sure that the job details are accurately represented, including the job title, responsibilities, qualifications, and application process.

Start a referral employee program to encourage current employees to refer potential candidates. This can be done through incentives, rewards, or recognition programs. Engage employees in the sourcing process and increase the chances of finding qualified candidates through their network.

Optimize job descriptions using SEO techniques to increase visibility and attract more potential candidates. Use relevant keywords, include detailed job descriptions, and consider the formatting and structure of the job posting to improve search engine rankings.

Screen the received applications and CVs to identify potential candidates. Assess their qualifications, skills, and experience against the key job requirements. Use a standardized screening process to ensure fair and consistent evaluation.

Conduct initial phone interviews with selected candidates to assess their qualifications and fit for the position. Ask relevant questions regarding their experience, skills, and availability. Provide a brief overview of the company and the job role to the candidate.

Schedule face-to-face interviews with shortlisted candidates. Coordinate availability, send interview invitations, and provide necessary details for the interview process.

Conduct in-depth interviews with candidates to assess their fit for the role and evaluate their skills, experience, and cultural alignment with the company. Ask behavioral and situational questions to gather insights about their abilities and work ethics.

Assess and evaluate the skills and qualifications of candidates based on their performance in interviews, tests, and other evaluation methods. Consider their ability to perform the required tasks and contribute to the team.

Verify the information provided by the candidates and check their references to gather additional insights about their past performance, work ethics, and compatibility for the role.

Extend a job offer to the selected candidate. Provide details about the offer, including salary, benefits, and start date. Communicate the terms and conditions of the employment.

Engage in salary negotiation and discuss benefits with the selected candidate. Evaluate their expectations and ensure alignment with the company's compensation structure and policies.

Complete the contract signing process with the selected candidate. Provide necessary documents, explain company policies, and complete the onboarding process to ensure a smooth transition into the new role.