Questions · design a specific process
how to open and source a role
Launch an authorized role and generate a viable, informed candidate pool through deliberate audiences, channels, messages, and pipeline control. Attract enough relevant candidates for a fair selection process without allowing urgency, title conventions, or channel habits to rewrite the approved role.
draft reference — not a fitted standard
Process steps
- 01
Authorize the opening
Confirm every upstream control before recruiting activity begins.
- 02
Design the sourcing plan
Choose audiences and channels from the role and labor market rather than habit.
- 03
Prepare the candidate proposition
Explain the actual work and employment frame accurately enough for informed self-selection.
- 04
Launch and reach the market
Execute the plan consistently while preserving source and message evidence.
- 05
Apply minimum eligibility consistently
Route applicants using only approved, job-related entry criteria before assessment.
- 06
Manage pipeline flow and candidate status
Maintain enough viable candidates without sacrificing treatment or downstream capacity.
- 07
Handoff to assessment and close sourcing
Transfer candidate and process context without allowing sourcing impressions to become unstructured selection evidence.
Related measures
outcome
Viable candidate coverage
Is sourcing producing enough eligible and interested candidates for a credible assessment?
quality
Eligibility yield by source
Which channels produce candidates who satisfy the approved assessment entry gate?
cycle-time
Source-to-assessment time
How long does interest take to reach assessment intake?
adoption
Candidate status health
Are active candidates receiving the promised process and communications?
exceptions
Withdrawal and process exception pattern
Where do candidates withdraw or encounter process failure?
guardrail
Access and treatment guardrail
Do channels, messages, criteria, timing, or treatment create unexplained access or experience differences?