Interview Guide for

Talent Sourcer

Unlock the full potential of your talent acquisition team with this comprehensive interview guide for Talent Sourcers. By implementing structured interviews and strategic assessment techniques, your organization can identify top sourcing talent who will drive your recruiting pipeline to the next level. This guide equips you with the tools to assess candidates rigorously based on critical competencies essential for sourcing success.

How to Use This Guide

This interview guide provides a framework to help you conduct effective interviews for Talent Sourcer candidates. To get the most out of this resource:

Customize and adapt the questions to align with your specific organizational needs and culture
Share with your interview team to ensure consistency and thorough evaluation of all candidates
Use the follow-up questions to dig deeper into candidate responses and uncover valuable insights
Score candidates independently before discussing with other interviewers to prevent bias
Refer to the competency definitions when evaluating candidate responses against core requirements

For additional guidance, check out Yardstick's blog post on how to conduct a job interview and explore interview questions for talent sourcers in our question library.

Job Description

Talent Sourcer

About [Company]

[Company] is a [Industry] leader committed to [Company Mission/Values]. We are a dynamic and growing organization looking for passionate individuals to join our team and contribute to our continued success. We foster a collaborative and innovative environment where employees are empowered to make a difference and grow their careers in [Location].

The Role

As a Talent Sourcer at [Company], you will be a critical member of our Talent Acquisition team responsible for identifying, engaging, and attracting top talent for our open positions. This role is essential to our ongoing success as you'll help build a diverse and highly skilled workforce that drives our business forward. You'll utilize your research abilities, creative sourcing techniques, and exceptional communication skills to build robust talent pipelines.

Key Responsibilities

Strategic Sourcing: Proactively identify passive and active candidates through various channels including LinkedIn Recruiter, social media platforms, niche job boards, and industry-specific forums
Candidate Engagement: Build relationships with potential candidates, nurturing their interest in [Company] and maintaining ongoing communication
Pipeline Development: Create and maintain a strong pipeline of qualified candidates for current and future roles
Data-Driven Approach: Track metrics and analyze data to continuously improve sourcing effectiveness and efficiency
Market Research: Research industry trends, talent availability, and competitor activities to inform strategic sourcing approaches
Collaborative Partnerships: Work closely with recruiters and hiring managers to understand role requirements and develop targeted sourcing strategies
Employer Brand Advocacy: Represent [Company] professionally and promote our culture and values to potential candidates
Process Improvement: Identify and implement enhancements to our sourcing processes and methodologies

What We're Looking For

1-3 years of experience in talent sourcing, recruiting, or a related field
Demonstrated expertise with sourcing tools and techniques including Boolean search, LinkedIn Recruiter, and other platforms
Excellent communication and interpersonal skills with the ability to engage effectively with candidates
Strong research abilities and natural curiosity with a drive to find creative solutions
Data-driven mindset with ability to analyze results and optimize approaches
Experience with Applicant Tracking Systems and sourcing technologies
Self-motivated with excellent time management and organizational skills
Passion for connecting people with opportunities that advance their careers

Why Join [Company]

At [Company], we're passionate about creating an exceptional employee experience where talented individuals can thrive and grow. We offer:

A collaborative culture that values innovation, diversity, and inclusion
Opportunities for professional development and career advancement
Comprehensive benefits package including [Benefits details]
Competitive compensation including [Compensation information]
[Additional compelling reasons to join]

Hiring Process

We've designed our interview process to be thorough yet efficient, allowing both you and our team to make an informed decision about fit:

Initial Phone Screen: A 30-minute conversation with our recruiter to discuss your background, experience, and interest in the role
Sourcing Exercise: A practical assessment of your sourcing skills where you'll demonstrate your approach to finding candidates for a specific role
Team Interview: An opportunity to meet with members of our talent acquisition team and discuss your experience, skills, and approach to sourcing

We're committed to providing timely feedback throughout the process and answering any questions you have about the role or our company.

Ideal Candidate Profile (Internal)

Role Overview

The Talent Sourcer serves as the frontline talent hunter for our organization, identifying and engaging qualified candidates before they enter our formal recruitment process. This role requires someone who combines strong research capabilities with excellent communication skills to build relationships with passive candidates. Success in this role directly impacts the quality and diversity of our talent pipeline, ultimately enabling us to meet our hiring goals and build high-performing teams.

Essential Behavioral Competencies

Research Skills - Demonstrates exceptional ability to identify and utilize various sources to find qualified candidates. Applies creative thinking to discover untapped talent pools and uses systematic approaches to track and organize findings.

Communication - Effectively articulates messages in writing and verbally to engage candidates. Tailors communication style to different audiences and can persuasively convey company value proposition to potential candidates.

Relationship Building - Establishes rapport quickly with candidates and maintains professional relationships over time. Shows genuine interest in candidates' needs and career aspirations to create meaningful connections.

Technical Sourcing Expertise - Proficiently uses sourcing tools, platforms, and techniques including Boolean search strings, LinkedIn Recruiter, and various candidate databases to identify qualified talent efficiently.

Problem-Solving - Approaches sourcing challenges with creativity and persistence. Identifies alternative strategies when initial approaches don't yield results and continuously improves methods based on outcomes.

Desired Outcomes

Build and maintain a healthy pipeline of qualified candidates that results in at least [number] qualified candidates per open position within [timeframe]
Achieve a candidate engagement rate of at least [percentage] for outreach efforts across all channels
Reduce time-to-fill metrics by [percentage] through proactive pipeline building for key roles
Increase diversity in candidate pools by [percentage] across all dimensions of diversity
Maintain a conversion rate of [percentage] from sourced candidates to interviews

Ideal Candidate Traits

The ideal Talent Sourcer combines curiosity and tenacity with strong interpersonal skills. They are naturally inquisitive, diving deep into research to uncover hidden talent. They demonstrate persistence in pursuing promising candidates and creativity in developing new sourcing strategies. Strong organizational skills allow them to manage multiple searches simultaneously while maintaining attention to detail.

They thrive in collaborative environments but can also work independently with minimal supervision. They show adaptability in adjusting approaches based on results and feedback. The ideal candidate has a growth mindset, continuously seeking to learn new techniques and tools to enhance their sourcing capabilities.

Experience with the [Industry] industry is beneficial but not required if the candidate demonstrates strong research skills and adaptability. Familiarity with [specific ATS system] is a plus, though training can be provided for the right candidate with experience in other systems.

Screening Interview

Directions for the Interviewer

This initial screening interview aims to quickly determine if candidates have the foundational skills and experience to succeed as a Talent Sourcer. Your goal is to assess their basic sourcing knowledge, communication abilities, and understand their approach to finding qualified candidates.

Keep the conversation flowing naturally, but ensure you cover all key areas. Listen for concrete examples rather than theoretical knowledge. Pay attention to how they communicate, as this is a critical skill for engagement with potential candidates.

Best practices:

Begin by briefly introducing yourself and explaining the interview process
Ask open-ended questions that require specific examples
Listen for evidence of proactive sourcing approaches rather than reactive recruiting
Note their communication style and clarity as they would be representing the company to potential candidates
Reserve 5-10 minutes at the end for candidate questions
After the interview, complete the scorecard promptly while the conversation is fresh in your mind

Directions to Share with Candidate

"Today we'll be discussing your background in talent sourcing, your approach to finding candidates, and your experience with various sourcing techniques. I'm interested in specific examples from your past experiences. At the end, you'll have time to ask questions about the role and our company. This conversation should take about 30 minutes."

Interview Questions

Tell me about your experience in talent sourcing or recruiting. What types of roles have you sourced for in the past?

Areas to Cover

Previous industries and companies they've worked for
Types of positions they've sourced (technical, executive, entry-level, etc.)
Volume and complexity of requisitions handled
Specific accomplishments or metrics they achieved
Growth in responsibilities over time

Possible Follow-up Questions

What was the most challenging role you've had to source for and why?
How did your approach differ when sourcing for entry-level versus senior positions?
What metrics were you measured against in your previous role?
How did you prioritize multiple requisitions?

Walk me through your sourcing process when you're given a new role to fill.

Areas to Cover

Initial research and preparation steps
Collaboration with hiring managers and recruiters
Tools and platforms utilized
Candidate engagement strategies
How they assess candidate fit and qualifications
Follow-up and pipeline management approach

Possible Follow-up Questions

How do you determine which sourcing channels to use for different roles?
How do you collaborate with hiring managers to understand the requirements?
What information do you find most valuable before starting a search?
How do you measure the effectiveness of different sourcing channels?

Describe your experience with Boolean search techniques and other sourcing tools.

Areas to Cover

Specific Boolean operators and syntax they're familiar with
Examples of complex search strings they've created
Various platforms and tools they've used (LinkedIn Recruiter, GitHub, etc.)
How they adapt search strategies based on results
Knowledge of other innovative sourcing methods

Possible Follow-up Questions

Could you give me an example of a Boolean string you'd use to find a software engineer with specific skills?
What alternative sourcing methods do you use when traditional approaches aren't yielding results?
How do you stay updated on new sourcing tools and techniques?
What's your approach to sourcing for diversity?

Tell me about a time when you successfully engaged a passive candidate who initially wasn't interested in making a career move.

Areas to Cover

Strategy for initial outreach
Communication approach and personalization
How they built rapport and trust
Methods used to overcome objections
Steps taken to maintain the relationship
Ultimate outcome of the engagement

Possible Follow-up Questions

What specifically did you say or do that changed their mind?
How did you personalize your approach to this candidate?
What did you learn from this experience that you apply to your current work?
How long did the process take from initial contact to acceptance?

How do you measure the success of your sourcing efforts?

Areas to Cover

Key metrics they track and analyze
Tools used for data collection and reporting
How they use data to improve processes
Examples of data-driven decisions they've made
Understanding of industry benchmarks

Possible Follow-up Questions

What metrics do you find most valuable in evaluating sourcing effectiveness?
Can you describe a time when you adjusted your approach based on the data?
How do you report sourcing metrics to stakeholders?
What tools have you used to track your sourcing metrics?

What sourcing methods have you found most effective for increasing diversity in your talent pipeline?

Areas to Cover

Specific diversity sourcing strategies
Networks, groups, or platforms utilized
Inclusive language and messaging approaches
Challenges faced and how they were overcome
Results achieved in improving diversity metrics

Possible Follow-up Questions

How do you ensure your sourcing methods aren't introducing bias?
What resources or communities have you found most helpful?
How do you measure the impact of diversity sourcing initiatives?
What feedback have you received from diverse candidates about your approach?

Interview Scorecard

Research Skills

0: Not Enough Information Gathered to Evaluate
1: Shows limited ability to research and find candidates; relies primarily on basic job boards
2: Demonstrates some research capabilities but lacks depth in approach
3: Shows solid research skills with multiple methods and platforms
4: Demonstrates exceptional research abilities with creative approaches to finding candidates

Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Communication is unclear or ineffective; struggles to articulate thoughts
2: Communicates adequately but lacks polish or persuasiveness
3: Communicates clearly and effectively in a professional manner
4: Exceptional communicator who adapts style appropriately and articulates ideas persuasively

Technical Sourcing Expertise

0: Not Enough Information Gathered to Evaluate
1: Basic understanding of sourcing tools; limited knowledge of Boolean search
2: Familiar with common sourcing tools but lacks advanced techniques
3: Proficient with sourcing tools and demonstrates solid Boolean search capabilities
4: Expert-level knowledge of sourcing tools with advanced techniques and innovative approaches

Build and maintain a healthy pipeline of qualified candidates

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; shows little understanding of pipeline building
2: Likely to Partially Achieve Goal; has some experience but limited strategic approach
3: Likely to Achieve Goal; demonstrates clear understanding of effective pipeline building
4: Likely to Exceed Goal; shows exceptional pipeline management abilities and strategic thinking

Increase diversity in candidate pools

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; shows limited knowledge of diversity sourcing
2: Likely to Partially Achieve Goal; understands importance but lacks proven strategies
3: Likely to Achieve Goal; demonstrates effective diversity sourcing approaches
4: Likely to Exceed Goal; shows innovative thinking and proven results in diverse sourcing

Hiring Recommendation

1: Strong No Hire - Does not meet minimum qualifications for the role
2: No Hire - Some positive attributes but significant gaps in critical areas
3: Hire - Meets expectations across key competencies and likely to succeed
4: Strong Hire - Exceptional candidate who exceeds expectations and would add significant value

Sourcing Exercise Work Sample

Directions for the Interviewer

This sourcing exercise assesses the candidate's ability to effectively identify qualified talent for a specific role. It evaluates their research skills, sourcing techniques, critical thinking, and communication abilities in a practical setting.

Provide the candidate with a sample job description for a role in your organization (or use a fabricated one that resembles typical positions you hire for). Give them clear instructions and parameters for the exercise. This assessment should be conducted in a way that respects the candidate's time while still providing meaningful insight into their capabilities.

When evaluating their performance, focus on their methodology, creativity, thoroughness, and the quality of their candidate profiles rather than just quantity. Look for evidence of strategic thinking in their approach.

Best practices:

Select a moderately challenging role that will demonstrate their sourcing abilities
Provide clear instructions and expectations for deliverables
Set reasonable time parameters (typically 45-60 minutes)
Ask them to explain their methodology and reasoning
Evaluate both process and results
Allow time for questions before and after the exercise

Directions to Share with Candidate

"This exercise will help us understand your sourcing approach and skills. I'll provide you with a job description for a [Sample Role]. Your task is to:

Develop a sourcing strategy for this role
Create 2-3 Boolean search strings you would use
Identify 5-7 potential candidates who might be qualified (no need to contact them)
Prepare a brief explanation of your approach and why you selected these candidates

You'll have 45 minutes to complete this exercise, followed by 15 minutes to present and discuss your findings. Feel free to use any online tools or resources you typically would in your sourcing process. Do you have any questions before we begin?"

Sourcing Exercise Scorecard

Research Methodology

0: Not Enough Information Gathered to Evaluate
1: Limited or unfocused research approach; relies on basic or single-channel methods
2: Adequate research using standard techniques but lacks depth or creativity
3: Well-structured research approach utilizing multiple appropriate channels
4: Exceptional methodology showing innovative thinking and efficient use of resources

Technical Sourcing Skills

0: Not Enough Information Gathered to Evaluate
1: Basic understanding of Boolean search; ineffective or overly broad search strings
2: Functional search techniques but lacks sophistication or precision
3: Effective Boolean search strings that target appropriate qualifications
4: Advanced search techniques demonstrating expert-level command of Boolean logic and platform-specific features

Candidate Quality Assessment

0: Not Enough Information Gathered to Evaluate
1: Selected candidates poorly matched to job requirements
2: Some candidates match basic requirements but lack depth or specific qualifications
3: Most identified candidates clearly match key job requirements
4: Exceptional candidate identification showing perfect alignment with requirements and potential for high performance

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Little evidence of strategic approach; random or unfocused methods
2: Some strategic elements but lacks comprehensive planning
3: Clear strategy with logical reasoning behind sourcing decisions
4: Sophisticated strategic approach showing market awareness and innovative thinking

Build and maintain a healthy pipeline of qualified candidates

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; approach would not yield sustainable pipeline
2: Likely to Partially Achieve Goal; would build pipeline but may lack quality or diversity
3: Likely to Achieve Goal; demonstrated ability to build strong candidate pipeline
4: Likely to Exceed Goal; approach would yield exceptional pipeline with high-quality, diverse candidates

Hiring Recommendation

1: Strong No Hire - Does not demonstrate basic sourcing capabilities
2: No Hire - Shows some sourcing skills but lacks critical capabilities for success
3: Hire - Demonstrates solid sourcing skills that would meet our requirements
4: Strong Hire - Exceptional sourcing capabilities that would enhance our talent acquisition function

Competency Interview

Directions for the Interviewer

This interview focuses on assessing the candidate's key competencies for success as a Talent Sourcer. Your goal is to evaluate their relationship building skills, problem-solving abilities, and capacity to adapt and learn in this fast-paced field. Use behavioral questions to uncover specific examples that demonstrate these competencies.

Listen carefully to the candidate's responses and ask thoughtful follow-up questions to gain deeper insight. Pay attention to not only what they accomplished but how they approached situations. Look for evidence of their ability to build relationships with candidates, solve sourcing challenges creatively, and adapt to changing requirements.

Best practices:

Begin with a brief introduction and explanation of the interview format
Ask for specific examples from the candidate's experience
Probe for details about their actions and thought process
Listen for evidence of learning and growth from experiences
Consider how their approach would translate to your organization's needs
Reserve 5-10 minutes at the end for candidate questions
Complete the scorecard immediately after the interview

Directions to Share with Candidate

"In this interview, I'll be asking you questions about your past experiences to better understand how you approach your work as a talent sourcer. I'm looking for specific examples that showcase your skills in building relationships, solving problems, and adapting to new situations. Please share detailed responses about what you did in these situations and the outcomes. We'll have time at the end for any questions you might have about the role or our company."

Interview Questions

Tell me about a time when you built a relationship with a promising candidate who initially wasn't responsive to your outreach. (Relationship Building)

Areas to Cover

Initial approach and outreach strategies
How they personalized their communication
Steps taken to overcome obstacles in engagement
Techniques used to build trust and rapport
How they maintained the relationship over time
Ultimate outcome of their efforts

Possible Follow-up Questions

What research did you do before reaching out to this candidate?
What specifically did you say that finally captured their interest?
How did you determine the best communication channel for this person?
What did you learn about relationship building from this experience?

Describe a situation where you had to find candidates for a role with very specific or unusual requirements. (Problem-Solving)

Areas to Cover

How they analyzed the unique requirements
Research methods and creative approaches used
Challenges encountered during the search
Collaboration with hiring managers or others
Adaptations made when initial efforts didn't yield results
Outcome of their efforts and lessons learned

Possible Follow-up Questions

What sources or methods proved most effective for this challenging search?
How did you validate that candidates met the unusual requirements?
What alternatives did you consider when traditional methods weren't working?
How did you manage stakeholder expectations during this process?

Tell me about a time when you had to quickly learn a new sourcing tool or technique to meet a hiring need. (Technical Sourcing Expertise)

Areas to Cover

The context that necessitated learning something new
Their approach to learning the new tool/technique
Resources they utilized for learning
How they applied the new knowledge
Challenges faced during implementation
Impact on their sourcing effectiveness

Possible Follow-up Questions

How did you determine this was the right tool/technique to learn?
What was your learning process like?
How did you measure the effectiveness of the new approach?
What other tools or techniques have you taught yourself?

Describe a situation where you had to adjust your sourcing strategy based on data or feedback. (Problem-Solving)

Areas to Cover

Type of data or feedback received
Their analysis and interpretation process
Changes implemented based on insights
Collaboration with stakeholders on adjustments
Results of the strategic changes
Lessons learned and applied going forward

Possible Follow-up Questions

What metrics or feedback were most valuable in guiding your decision?
How did you determine which aspects of your strategy to change?
What resistance did you encounter when implementing changes?
How did you measure the impact of your adjustments?

Tell me about your experience sourcing for diverse talent pools. What specific strategies have you found effective? (Communication)

Areas to Cover

Understanding of diversity sourcing challenges
Specific techniques and platforms utilized
Language and messaging approaches
Relationship building with diverse communities
Metrics used to track effectiveness
Lessons learned and continuous improvement

Possible Follow-up Questions

How do you ensure your outreach language is inclusive?
What communities or organizations have you partnered with?
How do you overcome potential biases in the sourcing process?
What feedback have you received from candidates about your approach?

Interview Scorecard

Relationship Building

0: Not Enough Information Gathered to Evaluate
1: Shows limited ability to establish connections; transactional approach to candidate interactions
2: Can build basic relationships but lacks depth or strategic approach
3: Demonstrates effective relationship building skills with candidates
4: Exceptional relationship builder who creates authentic connections and maintains valuable networks

Problem-Solving

0: Not Enough Information Gathered to Evaluate
1: Uses only standard approaches to sourcing challenges; gives up when faced with obstacles
2: Shows some problem-solving ability but lacks creativity or persistence
3: Demonstrates solid problem-solving skills when facing sourcing challenges
4: Exceptional problem-solver who develops innovative solutions to complex sourcing challenges

Technical Sourcing Expertise

0: Not Enough Information Gathered to Evaluate
1: Limited knowledge of sourcing tools and techniques
2: Familiar with standard sourcing approaches but lacks advanced skills
3: Demonstrates proficient use of various sourcing tools and techniques
4: Expert-level command of sourcing technologies with continuous skill development

Communication

0: Not Enough Information Gathered to Evaluate
1: Communication lacks clarity or effectiveness; struggles with engagement
2: Communicates adequately but without exceptional persuasiveness or adaptability
3: Communicates clearly and effectively with various stakeholders
4: Exceptional communicator who tailors messages effectively and influences positively

Candidate engagement rate of at least [percentage]

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; demonstrates poor engagement strategies
2: Likely to Partially Achieve Goal; shows adequate but not exceptional engagement abilities
3: Likely to Achieve Goal; demonstrates effective engagement approaches
4: Likely to Exceed Goal; shows exceptional candidate engagement strategies

Reduce time-to-fill metrics by [percentage]

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; lacks efficiency or strategic approach
2: Likely to Partially Achieve Goal; shows some ability to improve efficiency
3: Likely to Achieve Goal; demonstrates approaches that would effectively reduce time-to-fill
4: Likely to Exceed Goal; shows exceptional efficiency and strategic thinking that would significantly impact metrics

Hiring Recommendation

1: Strong No Hire - Does not demonstrate core competencies needed for success
2: No Hire - Shows some positive attributes but significant gaps in critical areas
3: Hire - Demonstrates solid competencies across key areas
4: Strong Hire - Exceptional candidate showing mastery of all essential competencies

Debrief Meeting

Directions for Conducting the Debrief Meeting

The Debrief Meeting is an open discussion for the hiring team members to share the information learned during the candidate interviews. Use the questions below to guide the discussion.

Start the meeting by reviewing the requirements for the role and the key competencies and goals to succeed. The meeting leader should strive to create an environment where it is okay to express opinions about the candidate that differ from the consensus or from leadership's opinions.

Scores and interview notes are important data points but should not be the sole factor in making the final decision. Any hiring team member should feel free to change their recommendation as they learn new information and reflect on what they've learned.

Questions to Guide the Debrief Meeting

Does anyone have any questions for the other interviewers about the candidate?

Guidance: The meeting facilitator should initially present themselves as neutral and try not to sway the conversation before others have a chance to speak up.

Are there any additional comments about the Candidate?

Guidance: This is an opportunity for all the interviewers to share anything they learned that is important for the other interviewers to know.

Is there anything further we need to investigate before making a decision?

Guidance: Based on this discussion, you may decide to probe further on certain issues with the candidate or explore specific issues in the reference calls.

Has anyone changed their hire/no-hire recommendation?

Guidance: This is an opportunity for the interviewers to change their recommendation from the new information they learned in this meeting.

If the consensus is no hire, should the candidate be considered for other roles? If so, what roles?

Guidance: Discuss whether engaging with the candidate about a different role would be worthwhile.

What are the next steps?

Guidance: If there is no consensus, follow the process for that situation (e.g., it is the hiring manager's decision). Further investigation may be needed before making the decision. If there is a consensus on hiring, reference checks could be the next step.

Reference Checks

Directions for Conducting Reference Checks

Reference checks are a critical final step in the hiring process for a Talent Sourcer. They provide valuable third-party insight into the candidate's past performance, work style, and key competencies. Your goal is to validate information shared during interviews and gain deeper understanding of the candidate's sourcing capabilities and work relationships.

When conducting reference checks, establish rapport with the reference before asking detailed questions. Explain the role briefly to give context. Listen carefully not just to what is said, but how it's said - hesitations or enthusiasm can be revealing. Take detailed notes and look for patterns across multiple references.

This reference check template can be used multiple times with different references to gather a comprehensive view of the candidate's capabilities and work history.

Best practices:

Conduct at least 2-3 reference checks, ideally including direct supervisors
Schedule 20-30 minutes for each reference conversation
Begin with easy questions to build rapport before moving to more detailed areas
Listen for specific examples rather than general impressions
Note any inconsistencies with information provided by the candidate
Pay attention to both verbal content and tone/enthusiasm

Questions for Reference Checks

How do you know [Candidate Name] and what was your working relationship?

Guidance: Establish the context of the relationship, including reporting structure, duration, and recency. Note if the reference worked directly with the candidate or had limited interaction.

Please describe [Candidate Name]'s role and key responsibilities when you worked together.

Guidance: Verify the candidate's described responsibilities and gather additional context about their role. Note any discrepancies from what the candidate shared.

What were [Candidate Name]'s greatest strengths as a Talent Sourcer or in their sourcing-related activities?

Guidance: Listen for specific examples related to key competencies like sourcing techniques, relationship building, and communication skills. Ask for examples that demonstrate these strengths.

In what areas did [Candidate Name] have the most room for growth or development?

Guidance: Note how the reference frames development areas - are they substantial concerns or minor improvement opportunities? Listen for self-awareness if the candidate mentioned the same areas for growth.

How would you describe [Candidate Name]'s effectiveness in finding and engaging qualified candidates?

Guidance: This gets at the core of sourcing effectiveness. Look for metrics, specific examples, and comparative assessments (e.g., "one of the best sourcers I've worked with").

Can you tell me about [Candidate Name]'s approach to research and problem-solving when faced with challenging sourcing assignments?

Guidance: Listen for creativity, persistence, and analytical abilities. Great sourcers find ways to overcome obstacles when traditional approaches don't yield results.

On a scale of 1-10, how likely would you be to hire [Candidate Name] again, and why?

Guidance: This summary question often reveals the reference's true assessment. Pay attention to both the rating and the explanation. Anything below an 8 deserves follow-up questions.

Reference Check Scorecard

Research Skills

0: Not Enough Information Gathered to Evaluate
1: Reference indicates basic or limited research capabilities
2: Reference suggests adequate but not exceptional research abilities
3: Reference confirms strong research capabilities with specific examples
4: Reference describes exceptional research skills that significantly impacted results

Relationship Building

0: Not Enough Information Gathered to Evaluate
1: Reference indicates challenges with building candidate relationships
2: Reference suggests adequate relationship skills but no exceptional examples
3: Reference confirms solid relationship building abilities with positive examples
4: Reference describes exceptional relationship building that yielded notable results

Technical Sourcing Expertise

0: Not Enough Information Gathered to Evaluate
1: Reference indicates limited technical sourcing knowledge or capabilities
2: Reference suggests adequate technical skills but no exceptional examples
3: Reference confirms solid technical sourcing abilities with specific examples
4: Reference describes exceptional technical expertise that yielded outstanding results

Build and maintain a healthy pipeline of qualified candidates

0: Not Enough Information Gathered to Evaluate
1: Reference suggests candidate struggled to build effective pipelines
2: Reference indicates candidate built adequate but not exceptional pipelines
3: Reference confirms candidate consistently built strong candidate pipelines
4: Reference describes exceptional pipeline building that exceeded expectations

Increase diversity in candidate pools

0: Not Enough Information Gathered to Evaluate
1: Reference suggests limited success with diversity sourcing
2: Reference indicates some success but not consistent or exceptional results
3: Reference confirms consistent success with diversity sourcing initiatives
4: Reference describes exceptional results in improving diversity through innovative approaches

Frequently Asked Questions

How should I adapt this interview guide for different levels of Talent Sourcer roles?

For junior roles, place greater emphasis on foundational skills and learning agility rather than extensive experience. For senior roles, focus more on strategic thinking, advanced sourcing techniques, and proven results. You may also want to add a more extensive chronological interview for senior roles to dig into past accomplishments in depth. For more guidance, see our blog post on how to raise the talent bar in your organization.

What if a candidate has limited experience with certain sourcing tools mentioned in the guide?

Focus on their capacity to learn new tools and transferable skills from other platforms they've used. Technical skills can be taught, while traits like curiosity, problem-solving, and relationship building are more fundamental to success. Consider incorporating a basic technical assessment if specific tools are essential to the role.

How can I evaluate a candidate's effectiveness at diversity sourcing?

Look for specific strategies they've implemented, networks they've built, and results they've achieved. Strong candidates will describe concrete approaches rather than general statements about valuing diversity. Ask how they've measured the impact of their diversity initiatives and what they've learned from both successes and failures.

Should we prioritize industry experience for Talent Sourcer candidates?

While industry experience can be helpful, particularly for specialized roles, sourcing skills are often transferable across industries. Focus on the candidate's ability to quickly learn new industries, understand job requirements, and identify qualified talent. Their research skills and adaptability are often more important than specific industry knowledge.

How can I tell if a candidate will be effective at building relationships with passive candidates?

Pay attention to how they build rapport with you during the interview process. Their communication style, active listening skills, and ability to engage in meaningful conversation are strong indicators. Ask for specific examples of engaging reluctant candidates and listen for nuanced approaches rather than generic outreach methods.

What types of work samples are most effective for evaluating Talent Sourcer candidates?

Real-world sourcing exercises that mirror actual job responsibilities provide the most valuable insight. Consider having candidates create Boolean search strings, identify candidates for a sample role, or develop a sourcing strategy. These hands-on exercises reveal their practical skills better than theoretical discussions alone.