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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.

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.


Purposeful 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

Create an effective sourcing approach by determining how to optimize the sourcing process, identifying and leveraging sourcing programs, and establishing talent acquisition specialist competencies.

Learning Objectives

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

  • Discuss the steps of the sourcing process.
  • Determine how to approach a requisition.
  • Develop or implement sourcing programs at the organizational level.
  • Optimize talent acquisition specialist competencies.
  • Access hard-to-reach talent.

Course Modules

Now playing

Introduction

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Module 1

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Module 2

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Module 3


Workshop: Elevate Talent Sourcing

Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Define Current State of Sourcing

The Purpose

  • Understand the current state of sourcing and which challenges can and cannot be solved by improving sourcing activities and channels.

Key Benefits Achieved

  • Sourcing pain points uncovered.
  • Out-of-scope challenges identified.

Activities

Outputs

1.1

Complete sourcing analysis

  • Sourcing pain points
1.2

Identify challenges requiring solutions beyond sourcing

  • Future projects to address non-sourcing challenges
1.3

Set goals and metrics

  • Goals and metrics

Module 2: Prioritize and Begin Addressing Sourcing Activity Pain Points

The Purpose

  • Prioritize sourcing activities to elevate to guide the order/focus of subsequent workshop activities

Key Benefits Achieved

  • High-priority sourcing activities selected and tactics to elevate them identified

Activities

Outputs

2.1

Prioritize sourcing activities

  • Prioritized sourcing activities
2.2

Improve intake meetings

  • Intake meeting guide
2.3

Optimize success profiles

  • Success profile template

Module 3: Continue to Address Sourcing Activity Pain Points

The Purpose

  • Continue to improve sourcing activities by order of priority

Key Benefits Achieved

  • Tactics to elevate sourcing activities continue to be identified

Activities

Outputs

3.1

Enhance sourcing plans

  • Sourcing plan template
3.2

Improve inclusivity and effectiveness of job ads

  • Job ad guide

Module 4: Create a Roadmap

The Purpose

  • Conclude sourcing activity improvements and identify high-level changes required to sourcing channels

Key Benefits Achieved

  • Plan to elevate key sourcing channels created

Activities

Outputs

4.1

Define expectations for pipeline management

  • Pipeline management expectations
4.2

Create a roadmap to address sourcing channel pain points

  • Sourcing channel roadmap

Module 5: Prepare for Change

The Purpose

  • Finalize planned changes to key sourcing activities and channels

Key Benefits Achieved

  • High-level roadmap of all changes created

Activities

Outputs

5.1

Develop a project roadmap for all planned changes

  • Project roadmap

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.

Need Extra Help?
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.

Contributors

  • 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, theBalazs.com
  • 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