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Candidate Sourcing

Knowledge of and ability to attract and qualify candidates for immediate job vacancies or as potential long-term job candidates.

Behavior Statements

Proficiency Level 1 - Basic understanding

Identifies common channels (e.g. Internet and recruitment agencies) for sourcing candidates.

Describes short-term and long-term functions of candidate sourcing within the organization.

Cites organizational usage of candidate sourcing.

Gathers information on how to improve the efficiency of candidate sourcing.

Proficiency Level 2 - Working experience

Assists in analyzing short-term and long-term candidate needs within the organization.

Sources candidates through various channels within the organization.

Utilizes HR and sourcing policies and procedures.

Operates candidate sourcing tools and software within the department.

Solves job requirement, time limit, and budget issues during the candidate sourcing process.

Proficiency Level 3 - Extensive experience

Investigates the organization's short- and long-term HR needs.

Develops a multi-channel candidate sourcing strategy within the organization.

Oversees compliance with HR and sourcing policies and procedures.

Recommends improvements to increase the efficiency of candidate sourcing tools and software.

Advises on how to solve various problems between business and sourcing functions.

Evaluates industry best practices for candidate sourcing to learn their rationale, processes and policies.

Proficiency Level 4 - Subject matter depth and breadth

Predicts core knowledge, skills and motivation of candidates required for the industry.

Champions the use of new candidate sourcing channels to improve the efficiency of sourcing.

Establishes candidate sourcing policies and procedures that are suitable for the whole industry.

Leads in investigating the labor market situation (e.g. education and salary) within the industry.

Designs a new system to improve the efficiency rate of problem solving during the candidate sourcing process.

Develops a communication platform for enhancing relationships among all candidate sourcing stakeholders.

Interview Questions

  • Describe common channels (e.g. Internet) for sourcing candidates.
  • What kinds of candidate sourcing tools have you used?
  • How do you find enough candidates when working under limited times and budgets?
  • How did a new channel you introduced influence the efficiency of the organization's candidate sourcing function?
  • What are the practical problems of existing candidate sourcing policies?

Titles with Shared Competencies