Sourcing Excellence Diagnostic Tool

1. SOURCING EXELLENCE
DIAGNOSTIC TOOL
© Recruiting Toolbox, Inc.

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Sourcing Excellence
DIAGNOSTIC TOOL
What drives sourcing excellence?
Where can we achieve the highest ROI?
Where do we invest first?
1 | Strategy
We have a clearly defined and
communicated sourcing strategy
that drives our investments and
activities. It is informed by target
candidate profiles/personas, market
realities (including compensation,
geographic presence, diversity
availability) and aligned to business
priorities.
– – – + ++
Assessment Notes
2 | Capacity & Org
We know and are aligned to
business priorities and are able to
support the organization’s sourcing
needs with the right model/workflow
and sourcing talent (in-house and/
or outsourced). We leverage project-
focused swat teams, “always on”
pipelining, and/or critical req focus
areas, depending on the business
needs.
– – – + ++
Assessment Notes
Our stakeholders and hiring teams
are personally engaged and building/
leveraging strong talent networks.
They understand our recruiting
challenges, our sourcing goals, our
talent philosophy, and our process,
and feel personal accountability
for hiring top talent into our
organization.
3 | Engagement
– – – + ++
Assessment Notes
We are viewed as a desired
employer when compared to other
companies that compete for the
same talent. Our EVP is aligned
to our day-to-day reality, well
understood across the organization’s
hiring teams, and leveraged in our
personalized outreach. We are aware
of—and continuously monitor—our
strength in the talent market.
4 | Brand & EVP
– – – + ++
Assessment Notes

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We have the right skills to spec a
new role, generate on-target leads
that improve diversity, and engage
passive candidates from target
companies and geographies. We
can quickly get them speaking with
motivated hiring managers. We
have the selling skills to turn “not
interested” into “interested” and the
push-back skills to deliver reality-
checks to managers.
5 | Sourcing Skills
– – – + ++
Assessment Notes
We get optimum value from our
sourcing tools, technology, and media
investments. We know the right tool
for the job, and regularly analyze ROI
to ensure we are investing our limited
resources on the sourcing tools that
work. We have an effective tool for
analyzing talent market insights,
sourcing passive talent, tracking and
engaging leads, email marketing,
events, referrals, and diversity
sourcing.
6 | Tools
– – – + ++
Assessment Notes
7 | Measurement
We accurately measure ROI by
source for key roles, and know
which sources, tools, campaigns,
and marketing messaging have
the best yield for key roles in key
geographies. We know our sourcing
effectiveness by hiring team and
by recruiter/sourcer and report our
results, our gaps, and our plan to
improve regularly.
– – – + ++
Assessment Notes
8 | Budget
We are well-funded and resourced to
deliver on our sourcing strategy. We
have the right fixed- and variable-
cost budget model approved so
that we can scale up our sourcing
budget as hiring increases. We
effectively sell the value of sourcing
to TA/HR and business leaders,
which positively impacts our ability
to invest in tools/automation and our
team.
– – – + ++
Assessment Notes

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We keep an eye on the future,
looking ahead to see what
investments we need to make now
to build long term capabilities to
get the talent our org needs. We
focus our marketing and community
engagement work, technology and
tools (including AI/ML) selection,
and our competitive positioning/EVP
with an eye on short-term and long-
term needs.
12 | Future Proofing
– – – + ++
Assessment Notes
We don’t see sourcing as “junior
recruiter work.” We hire and build
sourcing/recruiting teams with talent
intelligence, headhunting, marketing,
candidate engagement, sourcing
tool, and mentoring/ training
expertise. We measure our success
based on candidate quality/submit-
accept-interview conversion, speed,
and diversity. We create an effective
process to hand off candidates to
recruiters and hiring managers.
11 | Team Management
– – – + ++
Assessment Notes
We are known as market experts,
bringing insights around talent
availability, compensation, diversity,
and competition for key roles, across
key geographies. We make data-
informed decisions that determine
where we source and how we invest
our limited time and resources.
We use those insights to influence
the business and adjust sourcing
strategies, as needed, to achieve our
ROI goals.
10 | Market Insights
– – – + ++
Assessment Notes
Our recruiters/sourcers are talent
advisors who effectively widen the
aperture for open jobs, including
pushing back on hiring managers
who use credentials and bias-
filled hiring criteria. We ensure
our sourcing is inclusive of under-
represented groups, and deliver
balanced candidate slates from
our farming and hunting diversity
sourcing work.
9 | Diversity
– – – + ++
Assessment Notes

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BUILDING GREAT
SOURCING CAPABILITIES
Our team at Recruiting Toolbox has built, led, and scaled corporate
sourcing teams, and consulted with heads of TA and sourcing to
help them build out the right sourcing model and capabilities for
their teams. There is no “one size fits all” approach to sourcing—
much depends on your goals, resource model, and specific hiring
needs. Here are some resources to help your team think more
strategically about sourcing.
(1) PRESENTATIONS
• Carmen Hudson shares five big ideas to improve diversity
sourcing success at SourceCon
• The Keys to Leading a Big Hiring Ramp-Up by John Vlastelica
• Carmen Hudson shares how to gain authority and credibility
as a sourcer at SourceCon
• John Vlastelica shares how to leverage personas to improve
the credibility and effectiveness of sourcers based on what he
learned building out pipelining strategies for Amazon
• Ben Gotkin shares why it’s time to kill the purple squirrel and
how to do it at SourceCon
(2) HIRE US TO TRAIN YOUR TEAM
Almost every corporate Talent Acquisition leader is exploring how
to get more value from every sourcing resource, tool, and budget
line item. The business wants speed, quality, and diversity—
and that usually requires our teams to get more proactive, more
outbound oriented, and more engaged with hiring managers (to
get them hunting and farming to find top talent). We’ve built
custom sourcing training for hundreds of corporate recruiters at
startups to big, global organizations, including Disney, Google X,
Nestlé Purina, The Gap, Booking, BNY Mellon, and Activision.
Our training focuses on:
• How to build your sourcing strategy and target candidate
profile
• How to calibrate candidates, push back on unrealistic
profiles, and build credibility with Hiring Managers
• How to research and identify target companies and
candidate communities
• How to identify the highest ROI sources and approaches for
your search
• How to efficiently search the web for thousands of hidden
bios, resumes, and profiles
• How to find and engage candidates from underrepresented
groups to improve diversity
• How to source beyond LinkedIn
• How to find contact information for passive talent
• How to engage top talent through email, InMail, social media,
and phone, including template emails and phone scripts and
the keys to overcoming objections
• How to use tools and technology to maximize your limited
time
Learn more at https://recruitingtoolbox.com/training/
sourcing-training/.

6. WE DON’T RECRUIT.
WE HELP COMPANIES RECRUIT BETTER.
Recruiting Toolbox is a consulting and training firm
that partners with HR and recruiting leaders to build
and deploy the right recruiting strategies, plans,
processes, systems, tools, and training.
Since 2005, we’ve helped thousands of recruiters,
recruiting leaders, hiring managers, and interviewers
recruit better.
Recruiting Toolbox is engaged by leading
companies around the world to help improve their
sourcing capabilities and elevate their recruiters to
Talent Advisors.
INTERESTED IN LEARNING MORE?
Reach out to us at info@recruitingtoolbox.com
or visit us online at recruitingtoolbox.com
© Recruiting Toolbox, Inc.