PHASE 5: SOURCING
Proactively search for “A-Player” talent capable of filling current or future key functional roles in your go-to-market strategy.
Sourcing creates interest in your company as a place to work. It proactively drives talent to the organization by generating interest through advertising, promotion, and active outreach.
1. You have minimized the time it takes to fill an open position.
2. You know the cost of a mis-hire.
3. Your organization adheres to one sourcing methodology to accomplish your current and future sourcing needs.
4. When we find a qualified candidate, you use a virtual bench to keep them interested.
5. You have a way to blend traditional sourcing techniques with modern social techniques.
6. You have clearly defined roles and responsibilities for your sourcing process.
7. You have minimized the time it takes to fill an open position with A-Player talent.
8. The journey a candidate goes through during their interview & selection process is known by your team.
9. You have a sufficient budget allocated toward sourcing enough candidates to recruit A-Player talent you need.
10. You review your candidate lead funnel on a regular basis with the hiring managers and functional executive leader.
• Sourcing Methodology
• Buy versus Build Sourcing Decision
• Sourcing Budget
• Sourcing Roles & Responsibilities
• Messaging Plan
• Media Plan
• Candidate Journey Maps
• Candidate Lead Funnel & Review Process