Recruiting Techniques & Sourcing Course

Lesson 1 • The Recruiting Lifecycle Overview

Covers each stage from workforce planning to offer acceptance. Establishes the end-to-end framework all later techniques build upon.

Lesson 2 • Stakeholder Roles and Collaboration

Identifies every internal and external stakeholder in a hiring process. Teaches how alignment among stakeholders accelerates time-to-fill.

Lesson 3 • Core Recruiting Metrics and KPIs

Introduces time-to-fill, quality-of-hire, and source effectiveness metrics. Provides a baseline for measuring recruiting performance throughout the course.

Lesson 1 • Ideal Candidate Profile Documentation

Structures all intake data into a reusable sourcing brief. A clear profile aligns recruiters, coordinators, and hiring managers on target candidates.

Lesson 2 • Defining Hard and Soft Skill Requirements

Separates technical competencies from behavioral attributes in a role. Balanced skill profiles prevent over-filtering and widen the qualified talent pool.

Lesson 3 • Conducting Effective Intake Meetings

Teaches structured questioning techniques to extract true hiring requirements from managers. Accurate intake directly improves sourcing precision.

Lesson 1 • Mapping the Talent Market

Analyzes supply and demand dynamics for specific roles and geographies. Market mapping informs which sourcing channels will yield the highest return.

Lesson 2 • Niche and Community-Based Sourcing

Explores specialized communities, forums, and associations as sourcing channels. Niche channels surface candidates invisible on mainstream platforms.

Lesson 3 • Building a Multi-Channel Sourcing Plan

Combines channel insights into a prioritized, time-bound sourcing plan. Students practice allocating effort across channels for a given role.

Lesson 4 • Active vs. Passive Candidate Channels

Distinguishes channels that reach job seekers from those that reach employed professionals. Channel mix decisions drive pipeline quality and diversity.

Lesson 1 • Boolean Search Fundamentals

Introduces AND, OR, NOT operators and parenthetical grouping for search queries. Boolean basics are the foundation for all advanced sourcing techniques.

Lesson 2 • X-Ray and Google Search Techniques

Uses site-specific search operators to mine public profiles on any platform. X-ray searching bypasses platform limitations to reach more candidates.

Lesson 3 • Building and Reusing Search String Libraries

Organizes proven search strings into a reusable library by role family. A search library accelerates future sourcing and ensures team consistency.

Lesson 4 • GitHub, Portfolios, and Technical Sourcing

Applies sourcing techniques to developer platforms and creative portfolio sites. Technical sourcing requires platform-specific search logic beyond standard Boolean.

Lesson 1 • Multi-Touch Outreach Sequences

Designs follow-up cadences across email, LinkedIn, and phone touchpoints. Sequenced outreach increases total response rates without damaging candidate experience.

Lesson 2 • Personalizing Outreach at Scale

Uses templates, merge fields, and research shortcuts to personalize efficiently. Scalable personalization maintains quality while increasing outreach volume.

Lesson 3 • Tracking and Optimizing Outreach Performance

Measures open rates, reply rates, and conversion to screen by message variant. A/B testing outreach copy drives continuous improvement in pipeline generation.

Lesson 4 • Writing High-Converting InMail and Email

Teaches subject lines, opening hooks, value propositions, and clear calls to action. Each message element is optimized to maximize open and reply rates.

Lesson 1 • Building and Using Scorecards

Creates weighted scorecards aligned to the candidate profile for objective comparison. Scorecards enable data-driven shortlist decisions and reduce recency bias.

Lesson 2 • Structured Phone and Video Screens

Designs consistent screening interviews with scored questions and evaluation rubrics. Structured screens improve predictive validity and interviewer reliability.

Lesson 3 • Resume and Profile Review Techniques

Develops a systematic approach to evaluating resumes against the candidate profile. Consistent review criteria reduce unconscious bias and speed up shortlisting.

Lesson 4 • Skills-Based and Work Sample Assessments

Introduces take-home tasks, live exercises, and portfolio reviews as screening tools. Work samples predict job performance better than unstructured interviews alone.

Lesson 1 • Debrief Facilitation and Hiring Decisions

Facilitates evidence-based debrief meetings that lead to clear hiring decisions. Structured debriefs prevent groupthink and ensure all evaluator input is heard.

Lesson 2 • Interview Panel Design and Coordination

Assigns distinct competency areas to each panelist to avoid redundant questioning. Coordinated panels improve coverage and reduce candidate fatigue.

Lesson 3 • Bias Mitigation in Interviewing

Identifies common cognitive biases that distort interview evaluations. Practical mitigation techniques protect decision quality and promote equitable outcomes.

Lesson 4 • Behavioral and Situational Question Design

Teaches STAR-format behavioral questions and hypothetical situational prompts. Well-designed questions surface evidence of past and future job-relevant behavior.

Lesson 1 • Pre-Close Conversations and Expectation Setting

Conducts pre-close calls to surface candidate concerns before the formal offer. Early expectation alignment dramatically reduces last-minute offer declines.

Lesson 2 • Handling Counteroffers and Competing Bids

Prepares candidates for counteroffers and coaches them through the decision process. Proactive counteroffer handling reduces last-minute candidate withdrawals.

Lesson 3 • Compensation Benchmarking and Offer Framing

Uses market data to build competitive, equitable offer packages. Framing total compensation beyond base salary increases offer attractiveness.

Lesson 4 • Offer Decline Analysis and Process Improvement

Collects and analyzes offer decline reasons to identify systemic process gaps. Decline data drives improvements in sourcing, screening, and compensation strategy.