Manager Tools

Sourcing And Your Bench

31 min

This episode of Manager Tools emphasizes that sourcing candidates is a critical part of the hiring process, not a prelude. Managers should actively use their bench (network of known, trusted professionals) to find better candidates faster, introducing them early to HR and ensuring they go through the same rigorous process as everyone else. The key is to provide preparatory help (like mock interviews) without showing favoritism, which builds team trust and improves hiring outcomes.

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✨ Key Takeaways

1

Managers should view sourcing as part of the hiring process, not a separate 'before time,' and actively use their bench (network of known professionals) for better candidates.
2

Introduce bench candidates to HR early to avoid perceptions of favoritism and to help HR find similar candidates, ensuring external validation (team trust) in the process.
3

You can prepare your bench candidate with resume help and mock interviews, but they must go through the same rigorous process as all other candidates to earn team trust.
4

A rigorous hiring process (like pre-screening tests) discourages weak candidates and attracts strong ones, improving both internal and external validation.
5

Be transparent with your team about your bench candidate and tell the candidate they must win the job on their own, with no coasting or shortcuts.

💬 Notable Quotes

"Your bench is your best form of sourcing. Use it to both shorten your timeline and improve your results. — Sarah"
"External validation is a big reason why we recommend your hiring process is also rigorous. It should be really hard to get hired onto your team. — Mark"
"If a friend of mine coasted, I'd tell the team in the interview results capture meeting, 'Hey guys, I heard he was coasting. We're taking him off the list.' — Mark"