How can you develop and implement a sourcing plan for a new region?

2 Define your objectives

The next step is to define your objectives and determine what you want to achieve with your sourcing plan. Your objectives should be SMART: specific, measurable, achievable, relevant, and time-bound. For instance, you could aim to fill 80% of the open positions in the region within six months, increase the diversity and inclusion of the regional workforce by 10% in one year, or reduce the cost per hire and the turnover rate in the region by 15% in one year. It's important to ensure that your objectives align with your organizational strategy and vision, as well as with the regional needs and expectations.

3 Choose your sources

The third step is to choose your sources and decide where and how you will find and attract talent for the region. You can use internal sources like existing employees, referrals, alumni, and internal job boards, as well as external sources like job boards, social media, career fairs, networking events, and agencies. Additionally, consider passive sources such as talent pools, talent communities, newsletters, blogs, and podcasts. Evaluate each source based on its effectiveness, efficiency, cost, and suitability for the region. To get the best results, diversify your sources to reach a wider and more diverse pool of candidates.

4 Design your tactics

The fourth step is to design your tactics and decide how you will communicate and engage with your potential candidates. Employer branding, job advertising, sourcing campaigns, and candidate relationship management are all tactics you can use to reach the right people. Employer branding involves creating and promoting a positive and distinctive image of your organization as an employer of choice in the region. Job advertising requires crafting and posting attractive and informative job ads that highlight the benefits and opportunities of working in the region. Sourcing campaigns involve launching and managing targeted and personalized campaigns that invite and encourage candidates to apply for your positions. Lastly, candidate relationship management involves building and maintaining long-term and meaningful relationships with candidates through regular and relevant communication and feedback. It's important to tailor your tactics to the preferences and behaviors of your target audience, as well as to the regional culture and language.

5 Execute your plan

The fifth step in sourcing is to execute your plan and put your activities into action. To support this execution, you can utilize an applicant tracking system (ATS) to manage and track candidates, as well as sourcing automation technology to automate and streamline tasks. Additionally, sourcing analytics can help measure and evaluate your performance and outcomes. It is important to monitor and adjust your plan as needed based on the feedback and data you collect.