Sourcers/Recruiters Checklist: 13 Steps to Staffing Success

So I have been asked a lot about how I keep things straight, and do what I do. I always refer them to my PM and words to recruiting by posts. So this post is additional to those, consisting of a simple checklist.


Opening identified

1. Meeting with hiring manager(HM) to write JD (if applicable)

2. Research on what JD says, example resumes found and brought to intake meeting

3. Intake meeting to discuss opening:

     a. Go over JD and resumes

     b. Discuss nice to have, have to haves etc

     c. Target candidates and companies

     d. Salary, location etc

     e. Referrals

4. Update JD if needed and post

5. Research to go beyond the basics

6. Create sourcing plan (some of this will be determined during the research stage)

     a. Low hanging fruit

        1.Internal DB, referrals

               2. Monster, dice, careerbuilder, indeed, Craigslist etc.

             b. Mid hanging fruit

               1. Linkedin, Beknown, professional social sites. etc

               2. networking

            c. High hanging fruit

  1. User groups, news groups

  2. Conferences

  3. Targeted companies

  4. Free Boolean searches, doc finders, IMeta search, Copernic etc.

  5. Social searches using tools like icerocket, twitter, blogdigger, github,, search-im, google+,  etc

  6. Deep web tools like Foca, maltego etc

          7, Contacting candidates

             a. Email

               1. Low hanging- talk about opportunity first, always ask to connect on social sites and if they know anyone.

               2. Mid hanging- talk about their expertise and wanting to ask question, always ask to connect and if know    anyone

              3. High hanging- socialize firs

         8.   Interview/vet

         9.   Present those that pass, disposition those that fail

      10.   Set up tech screens

      11.   Set up face to face (F2F) interviews for those that pass tech screen, disposition those that fail

      12.   Discuss results of F2f

          a. Put together and make offers to those who passed F2F

          b. Disposition those who fail

       13. Offer

          a. If offer accepted update system, close position

          b. If offer decline disposition and return to process


Note in some cases there might be an added step or 2 or some steps listed might be combined but these are the essentials

Views: 1364

Comment by Keith D. Halperin on February 24, 2014 at 12:11pm

This is really valuable, Dean. Thanks, again.


Comment by Rchilli Parser on March 11, 2014 at 2:17am

This sums up the entire staffing process. Precise and hit-on topic. Useful info.


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