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Elevate Talent Sourcing

Optimize recruitment at the sourcing stage to expand candidate pipelines.

  • External environmental changes, tightening labor markets, and increased candidate expectations have made sourcing talent increasingly challenging. As a result, passive sourcing approaches of the past are no longer enough to fill pipelines and find quality candidates and organizations must actively source candidates.
  • The changing environment also requires altering the definition of a “quality” candidate. Sourcing candidates based on historic qualification requirements is no longer effective, and unrealistic hiring manager expectations are resulting in quality candidates being overlooked.

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  • Get on-demand project support
  • Get advice, coaching, and insight at key project milestones
  • Go through a Guided Implementation to help you get through your project

Our Advice

Critical Insight

  • Today’s competitive labor market requires strategic and elevated sourcing solutions. Rethinking traditional sourcing activities and channels and redefining what makes a “quality” candidate is key to creating a stronger, diversified pool of talent that will meet current and future talent needs.

Impact and Result

  • Re-evaluate and elevate sourcing activities and channels to address challenges and keep up with demands for talent.
  • Expand pipelines by challenging historical perceptions of qualified candidates and highlighting the value of transferable skills and diverse educational and experience backgrounds to ensure inclusivity and remove barriers for potential applicants.
  • Be proactive in sourcing candidates and nurture talent pools to ensure there are sources to draw from for future roles.
  • Ensure stakeholders understand that elevating approaches to sourcing and changing perceptions of talent are critical to sourcing effectively for current and future success.

Elevate Talent Sourcing Research & Tools

1. Assess the current state of sourcing

Use stakeholder feedback to complete a sourcing analysis and uncover sourcing pain points, identify challenges that require solutions beyond sourcing, and set goals and metrics.

3. Identify specific sourcing channels to improve

Identify which channels meet current and future needs and which need to be elevated, maintained, removed or built, while also exploring other sourcing channels to integrate.

4. Implement changes to sourcing activities and channels

Create a roadmap of planned changes to sourcing activities and channels, communicate planned changes and partner with key stakeholders, and plan to continually evaluate success.

Elevate Talent Sourcing

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How to complete this course:

Use these videos, along with the Project Blueprint deck above, to gain an understanding of the subject. Start with the Introduction, then move through each of the Course Modules. At the end of each Module, you will be required to complete a short test to demonstrate your understanding. You will complete this course when you have completed all of the course tests.

  • Number of Course Modules: 4
  • Estimated Completion Time: 1.5 hours

Learning Outcome

This course will provide an overview of the talent sourcing process and explore how to elevate sourcing activities to develop diverse talent pools. Learners will be introduced to recruitment sourcing strategies that can support their organization in candidate sourcing efforts and meet current and future talent needs.

Learning Objectives

By the end of this course, learners will be able to:

  • Recognize critical sourcing trends and challenges.
  • Describe the process and significance of a sourcing analysis.
  • Identify goals and metrics to track sourcing effectiveness.
  • Assess actions for elevating key sourcing activities.
  • Create a roadmap of planned changes to sourcing activities.

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Course Modules

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Module 1

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Module 2

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Module 3

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

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Speak With An Analyst

Get the help you need in this 4-phase advisory process. You'll receive 8 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Assess the current state of sourcing
  • Call 1: Review stakeholder feedback and completed sourcing analysis.
  • Call 2: Identify challenges requiring solutions beyond sourcing and establish goals and metrics.

Guided Implementation 2: Optimize key sourcing activities
  • Call 1: Review prioritization of sourcing activities to improve, and discuss tactics to elevate them.

Guided Implementation 3: Identify specific sourcing channels to improve
  • Call 1: Review prioritization of sourcing channels.
  • Call 2: Discuss tactics to elevate prioritized sourcing channels.
  • Call 3: Identify other sourcing channels to integrate.

Guided Implementation 4: Implement changes to sourcing activities and channels
  • Call 1: Review roadmap of planned changes to sourcing activities and channels.
  • Call 2: Plan communications to key stakeholders and partnerships with other functions.


  • Terence Anton, Talent Acquisition Manager
  • Kim Benedict, CEO & Founder, TalentMinded, Inc.
  • Matt Bickerton, Talent Acquisition Partner, TD Canada Trust
  • LynnAnn Brewer, Director, HR Research and Advisory, McLean & Company
  • Maisha Cannon, Global Talent Strategist, GitHub
  • Katrina Collier, Social Recruiting Expert, The Searchologist
  • Matthew Doucette, Director of Global Talent Acquisition, Monster
  • Tina Galanos O’Connor, Former Senior Manager, Talent Acquisition, HSBC
  • Joie Karcher, Senior Manager, Talent Acquisition, Dell
  • Tracy Macfie, Senior Talent Acquisition Specialist, Info-Tech Research Group
  • Ilia Maor, Former Senior Manager, Research, Info-Tech Research Group
  • Dhara Majmundar, Talent Acquisition Specialist, Herjavec Group
  • Kathy March, Vice President, Business Development, Verity International
  • Jennifer Newbill, Director of Employment Brand, Dell
  • Fionna O’Connor, Founder & Owner, Fiona O’Connor Coaching
  • Balazs Paroczay, Global Talent Resourcing Strategist, Founder,
  • Tiffany Piccolo, Talent Acquisition Specialist, Sourcing and Marketing, Maple Leaf Foods, Inc.
  • Tara Price, Senior Talent Acquisition Specialist, Info-Tech Research Group
  • Ramiro Ribadeniera, Former Talent Acquisition Specialist
  • Tim Sackett, Founder, The Tim Sackett Project
  • Priti Sahu, Senior Strategic Sourcer, Intuitive
  • Vivek Shah, Technical Recruiter, CARFAX
  • Jeff Waldman, Founder, SocialHRCamp