Improve your hiring process with our Recruitment Sourcing Strategy Template - a comprehensive guide to attract, screen, and onboard top talent.
1
Identify key job requirements
2
Plan and define the sourcing strategy
3
Set up channels to reach candidates (LinkedIn, Social Media, etc.)
4
Craft engaging job descriptions
5
Publish job opening on selected platforms
6
Start referral employee program
7
Use SEO to boost job description visibility
8
Screen received applications and CVs
9
Approval: Preliminary Candidate Shortlist
10
Conduct initial phone interviews
11
Approval: Phone Interview Results
12
Arrange face-to-face interviews
13
Conduct personal interviews
14
Evaluate candidate skills
15
Check candidate references
16
Approval: Reference Check Results
17
Make a job offer to selected candidate
18
Negotiate salary and benefits with candidate
19
Signing of contract and job onboarding
Identify key job requirements
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.
1
Less than 1 year
2
1-3 years
3
3-5 years
4
5-7 years
5
More than 7 years
1
Communication skills
2
Problem-solving skills
3
Analytical skills
4
Leadership skills
5
Teamwork skills
1
Bachelor's degree
2
Master's degree
3
PhD
4
Professional certification
5
Industry-specific certification
Plan and define the sourcing strategy
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.
1
Recent graduates
2
Mid-level professionals
3
Senior-level professionals
4
Industry experts
5
Interns
1
LinkedIn
2
Social media
3
Job boards
4
Referrals
5
Professional associations
1
Gender
2
Ethnicity
3
Social background
4
Disability
5
LGBTQ+
Set up channels to reach candidates (LinkedIn, Social Media, etc.)
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.
1
LinkedIn
2
Facebook
3
Twitter
4
Instagram
5
Job boards
Craft engaging job descriptions
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.
1
Health insurance
2
Retirement plan
3
Vacation days
4
Flexible work hours
5
Remote work options
1
Manage team
2
Develop marketing strategies
3
Conduct market research
4
Create content
5
Analyze data
1
Full-time
2
Part-time
3
Contract
4
Temporary
5
Internship
Publish job opening on selected platforms
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.
1
LinkedIn
2
Indeed
3
Glassdoor
4
Company website
5
Job boards
Start referral employee program
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.
1
Cash rewards
2
Gift cards
3
Extra vacation days
4
Recognition program
5
Company shares
Use SEO to boost job description visibility
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 received applications and CVs
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.
1
Education
2
Experience
3
Skills
4
Relevant certifications
5
References
Approval: Preliminary Candidate Shortlist
Will be submitted for approval:
Screen received applications and CVs
Will be submitted
Conduct initial phone interviews
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.
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Tell us about your relevant experience.
2
What skills do you possess that make you a good fit for this position?
3
What is your availability for this role?
4
What interests you about this company?
5
What are your salary expectations?
Approval: Phone Interview Results
Will be submitted for approval:
Conduct initial phone interviews
Will be submitted
Arrange face-to-face interviews
Schedule face-to-face interviews with shortlisted candidates. Coordinate availability, send interview invitations, and provide necessary details for the interview process.
Conduct personal interviews
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.
Evaluate candidate skills
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.
Check candidate references
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.
1
Employment History
2
Educational Background
Approval: Reference Check Results
Will be submitted for approval:
Check candidate references
Will be submitted
Make a job offer to selected candidate
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.
Negotiate salary and benefits with candidate
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.
Signing of contract and job onboarding
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.
