Open and Source the Role

Flow · 7 controlled steps

1. 01

   Authorize the opening

   Confirm every upstream control before recruiting activity begins.

   • — Verify current workforce, role-profile, and compensation-parameter versions.
   • — Confirm opening count, location, employment type, timing, budget, operators, assessment capacity, and approval authority.
   • — Confirm required specialist reviews and applicant-data rules.
   • — Create the authoritative requisition and stop duplicate or unofficial openings.

   Responsible

   Recruiting operator

   Output

   Authorized Requisition

   Decision

   Is the role complete, current, funded, and ready to open?

2. 02

   Design the sourcing plan

   Choose audiences and channels from the role and labor market rather than habit.

   • — Define target talent pools from required outcomes, capabilities, location, and learnable versus entry requirements.
   • — Estimate availability, competition, timing, and likely barriers.
   • — Choose internal, referral, community, educational, direct, specialist, public, and partner channels with a rationale.
   • — Allocate effort and review points; define when evidence should change the plan.
   • — Identify outreach practices requiring specialist approval.

   Responsible

   Recruiting operator

   Output

   Sourcing Plan

   Decision

   Which channel mix can produce a viable pool within the role’s constraints?

3. 03

   Prepare the candidate proposition

   Explain the actual work and employment frame accurately enough for informed self-selection.

   • — Translate role purpose, outcomes, context, capabilities, and material requirements into clear candidate language.
   • — Distinguish required, preferred, and learnable attributes.
   • — Include approved range or transparency content and material location, schedule, employment, travel, and process information.
   • — Describe both the opportunity and real constraints without inflated culture claims.
   • — Review accessibility, consistency, truthfulness, and required notices.

   Responsible

   Recruiting operator

   Output

   Approved Role Message · Outreach Message Set

   Decision

   Does the message represent the approved role and allow informed participation?

4. 04

   Launch and reach the market

   Execute the plan consistently while preserving source and message evidence.

   • — Publish the approved opening and activate assigned outreach channels.
   • — Equip managers and referral partners with controlled messages and routing.
   • — Capture source, consent, version, and required applicant records.
   • — Acknowledge interest and communicate the process and expected timing.
   • — Correct unauthorized, stale, inaccessible, or inaccurate messages promptly.

   Responsible

   Recruiting operator

   Output

   Active Opening · Applicant Records

5. 05

   Apply minimum eligibility consistently

   Route applicants using only approved, job-related entry criteria before assessment.

   • — Apply objective minimum requirements from the role profile.
   • — Do not introduce pedigree, preference, or manager-specific screens outside the approved profile.
   • — Route accommodation, work authorization, conflict, or other specialist questions appropriately.
   • — Record disposition and authorized exceptions with reason and authority.
   • — Communicate status respectfully and consistently.

   Responsible

   Recruiting operator

   Output

   Eligible Candidate Record · Disposition Record

   Decision

   Does the applicant meet the approved entry gate for assessment?

6. 06

   Manage pipeline flow and candidate status

   Maintain enough viable candidates without sacrificing treatment or downstream capacity.

   • — Review volume, eligibility, source yield, stage age, withdrawals, communication, cost, and assessment capacity.
   • — Respond to candidates at the promised cadence and provide material process changes.
   • — Investigate source and stage patterns without treating demographic difference as a causal conclusion.
   • — Adjust channels, effort, message, or timing within authority; route role changes upstream.
   • — Close channels that create volume without relevant candidates or acceptable experience.

   Responsible

   Recruiting operator

   Output

   Pipeline Review Decision · Updated Sourcing Plan

   Decision

   Does the pipeline support a credible and timely assessment process?

7. 07

   Handoff to assessment and close sourcing

   Transfer candidate and process context without allowing sourcing impressions to become unstructured selection evidence.

   • — Transfer candidate records, consent, source, status, approved role version, and required logistics.
   • — Keep sourcing notes separate from scored selection evidence unless the evidence plan explicitly authorizes their use.
   • — Confirm candidate communications and assessment scheduling ownership.
   • — Close, pause, or maintain channels deliberately and disposition remaining applicants.
   • — Review sourcing results and preserve learning for future openings.

   Responsible

   Recruiting operator

   Output

   Assessment Intake · Sourcing Closeout

   Decision

   Is the pool ready for structured assessment or should sourcing continue?

Connections

Seams · 11 hops within 2 steps

Upstream and downstream neighbourhood over public reference processes only. Each hop shows the trigger, carried objects, and what the receiving process loses if the producing step is skipped.

Roles

Systems + Data

Measures

Evidence + judgment

Draft reference standard for a client-operated recruiting process. Requires qualified talent-acquisition, employment-law, privacy, accessibility, pay-transparency, immigration, records, accommodation, and jurisdiction-specific review before deployment.