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Sourcing Assignment
Cindy Rocca
Sheridan College
HRMT59120: Recruiting and Selection
Professor: Dr. Shady Hana
Due: October 5, 2023
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Sourcing Assignment
Finding and Interacting with the Candidate
In seeking out a suitable candidate for my assigned job ad, HR Coordinator for Spectrum
Health Care (Figure 1 in the Appendix), I first looked within my current network to see if I knew
any individuals who might suit the job specifications. I messaged existing contacts who fit the
criteria and those with connections to HR professionals, to tell them about my assignment, and
to ask if they’d be willing to share their resume with me or if they knew anyone who might be
willing to assist me.
Next, I expanded my network by conducting a search for potential candidates through
LinkedIn. I identified recent graduates of Human Resources Management programs, HR
professionals who posted the #OpenToWork banner, and professionals currently employed in an
entry-level HR role who might be interested in transitioning to a new position. I then sent
requests to connect on LinkedIn with the appropriate individuals and included a message
introducing myself as a student enrolled in Sheridan College’s HRM post-graduate program. I
expressed that, “I am looking to grow my network,” and asked individuals if they would be open
to discussing a job opportunity with me that I believe fits their credentials. As I received replies
from my new connections, I scheduled a phone call with each candidate to provide an overview
of my assignment, asking if they would be willing to share their resume with me. I let them
know upfront that I am not hiring for the company whose job ad I was assigned, but that I
would forward the job opportunity for them to review and apply to at their discretion. The
individuals I spoke with were receptive to supporting a fellow HR professional and I was able to
add to my existing network.
Degree of the Match with Specification
In reviewing my pool of candidates, I first removed personal information from the
resumes and saved each resume as Candidate A, B, C, etc. to remove any bias I might have
towards candidates. I proceeded to conduct a more in-depth review of the job ad, listing the
education and experience outlined in the Qualifications. I then created a list of the skills I felt a
candidate would need to accomplish the tasks as outlined in the Job Description portion of the
ad, as there wasn’t an explicit list of skills included. Some key skills I identified, which would be
required for the position include:
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Organization and coordination
Time management
Collaboration
I proceeded to review each resume and ranked candidates in order of most qualified to least
qualified based on the required education and experience outlined in the job ad as first priority,
the skills I identified as a second priority, and additional assets outlined in the job ad and those I
identified in my review of all candidates resumes, as a way to separate any closely ranked
candidates. Figure 2a. and 2b. in the Appendix shows the highlighted resume for Candidate D,
whom I identified as someone I would interview for the HR Coordinator position.
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Sourcing Assignment
As an educational requirement, Candidate D has a Graduate Certificate in Human
Resources Management, along with 1.5 years of experience in a Human Resources role, also
matching the requirements of the position. In addition, Candidate D is working towards
obtaining their CHRP. This is listed in the job ad, as an asset.
Presentation of Candidate
In reviewing Candidate D’s skills, I was pleased to note that they not only have the skills I
identified as being necessary for the position, but some additional skills they could bring to the
role include conflict management, confidentiality, and project management. Although not listed
in the job ad, I believe conflict management and confidentiality are pivotal to the role of an HR
professional, especially someone dealing with the sensitive information of job applicants. I also
believe Candidate D’s project management experience will lend to the overall organization and
success of the HR Coordinator role.
There was little information provided in Candidate D’s resume to confirm whether the
recruitment they have conducted in previous roles could be considered “high-volume,” which is
listed as a requirement in the job ad. There was also nothing to indicate that Candidate D has
experience participating in recruitment events specifically, which is listed as a task to be
conducted in the job. These are areas I would ask about in an interview with the Candidate.
Based on the qualifications and job description outlined in Spectrum Health Care’s job ad, and
the resumes in my candidate pool, Candidate D is someone I would interview for the position of
HR Coordinator for Spectrum Health Care.
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Sourcing Assignment
Appendix – Assigned Job Ad
Figure 1.
HR Coordinator for Spectrum Health Care
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Sourcing Assignment
Appendix – Highlighted Resume
Figure 2a.
Candidate D
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Sourcing Assignment
Appendix – Highlighted Resume
Figure 2b.