Build a Sourcing Strategy with the Right Channels
Most Talent Acquisition teams use the same sourcing channels for every vacancy. High-performing TA teams don’t. They understand that every role requires a different sourcing approach based on business impact, talent scarcity, hiring volume, and available resources. In this workshop, you’ll learn how to build a structured sourcing
strategy that defines the optimal channel mix for every type of role. Using the Recruiting Excellence Methodology, you’ll classify your hiring demand, prioritize sourcing investments, and create a sourcing strategy that enables recruiters to consistently attract the right talent exactly when the business needs it.
Why Do This Workshop?
Recruiting has become significantly more complex over the past decade. Talent markets have tightened, candidate expectations have increased, and organizations are competing globally for the same talent. Yet many Talent Acquisition teams still rely on a generic sourcing approach that treats every vacancy the same.
The consequence is predictable. Recruiters spend too much time on low-performing channels, agency costs continue to rise, passive candidates remain untapped, and critical business roles stay vacant longer than necessary.
This workshop provides a practical framework for designing sourcing strategies that allocate resources where they create the greatest business impact and indentify most effective sources for specific roles.
What you get
Sourcing Strategy Framework
- Classify hiring demand by business impact, talent scarcity & volume
- Define differentiated sourcing strategies for every role type
- Apply a structured methodology instead of one-size-fits-all sourcing
Channel Portfolio Strategy
- Identify the right sourcing channels for each role type
- Define the optimal channel mix and expected contribution per channel
- Balance internal sourcing, advertising, referrals, agencies & other channels
Resource & Investment Plan
- Prioritize sourcing effort and budget based on business need
- Define where internal TA, external partners or a hybrid approach works best
- Allocate resources to the channels with the greatest expected impact
Agenda
Review the hiring plan, key business priorities and expected hiring volumes.
09.00
Map roles based on business impact, talent scarcity and hiring volume to identify where different sourcing approaches are required.
10.30
Identify the most relevant sourcing channels for each role type and define the expected contribution of each channel.
12.00
Determine the right channel mix, priorities and sourcing approach for each role segment.
13.00
Decide where to invest internal TA capacity, external support and budget to deliver against the hiring plan
14.00
Translate the decisions into clear priorities, ownership and next steps for implementation.
15.00
Goal & Target Audience
This workshop is designed for Talent Acquisition leaders and recruitment teams that want to move beyond reactive recruiting and establish a structured, business-driven sourcing strategy.
It is particularly relevant for:
- Head of Talent Acquisition
- Talent Acquisition Managers
- Recruitment Managers
- Senior Recruiters
- Sourcing Specialists
- HR Directors responsible for Talent Acquisition
The Outcome
At the end of the workshop your team has a shared understanding of what should be improved first, why it matters, and exactly how to move forward.
You leave with:
- A clear sourcing strategy aligned with your hiring demand
- Defined channel priorities, resource allocation & investment decisions
- An actionable plan with clear ownership & next steps
This positions you as a strategic Talent Acquisition leader who can confidently communicate priorities, gain stakeholder buy-in, and systematically improve hiring performance in your organization.
The Consultants
Tony de Graaf
With decades of experience across the Americas, EMEA, and Asia-Pacific, I’ve built and transformed high-performing Talent Acquisition teams for some of the world’s biggest companies.
I don’t just talk about Talent Acquisition – I build and implement the strategies that make hiring a competitive advantage.
Marcel Rütten
With over 15 years in HR, I have established myself as a Global TA Lead, HR blogger, podcaster, and author, contributing significantly to the evolution of recruiting, personal marketing, and employer branding in Germany.
I am passionate about transforming HR practices to create people-centric organizations supported by technology and data.
Request Information
Interested? Send us your request using the contact form. We will review your request and get back to you as soon as possible with further details and information about pricing and availability.
Should you have any further questions, please feel free to contact us at any time. We will take care of your request promptly and get back to you as soon as possible.
