Hybrid Recruiter Training

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HRT Module 2: Foundations in Business Development + Sourcing & Screening by Role

Part B Lesson 1: Sourcing & Screening by Role

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Learning Objectives

By the end of this lesson, trainees will be able to:

  • Distinguish sourcing vs. screening for RSS’s different staffing categories.
  • Identify at least 3 effective sourcing platforms/tools for each role type.
  • Apply role-specific screening criteria to determine candidate fit.
  • Document sourcing and screening decisions clearly for HR and management review.

Lesson Deep Dive

1. What is Sourcing?

  • Sourcing = finding potential candidates where they are (online, offline, referrals).
  • Tools: job boards (Indeed, ZipRecruiter), social platforms (LinkedIn, Facebook groups), industry-specific boards, veteran networks, and local community job fairs.
  • RSS Context: sourcing guards for events vs. executive protection vs. corporate staff requires different strategies.

2. What is Screening?

  • Screening = filtering candidates to see if they meet the job’s requirements.
  • Process: resume review → pre-screen call/email → compliance checks (licenses, certifications, background if applicable).
  • RSS Context: screening ensures we only forward deployable, compliant candidates to supervisors and management.

3. Role-Specific Focus Areas

  1. Event Security
    • Sourcing: Event job boards, community postings, referrals.
    • Screening: Availability for short-term/variable shifts, CA guard card, and customer service mindset.
  2. Patrol Security
    • Sourcing: Law enforcement training programs, security trade boards.
    • Screening: Valid driver’s license, clean record, ability to work nights.
  3. Executive Protection (EP)
    • Sourcing: Veteran networks, EP training schools, LinkedIn groups.
    • Screening: High discretion, prior EP experience, advanced firearms/tactics training (when required).
  4. Corporate Staff
    • Sourcing: LinkedIn, college career centers, staffing agencies.
    • Screening: Professional communication skills, HR/operations/admin backgrounds, ability to support field staff.
  5. Support Staff (Admin/Event Ops)
    • Sourcing: Local colleges, part-time job boards.
    • Screening: Tech skills (Google Workspace, scheduling tools), detail orientation, willingness to handle logistics.

Reasons for Role-Specific Focus Areas

1. Different Client Expectations

  • Event Security: Clients expect guards who can handle high-traffic, short-term assignments and maintain professionalism with the public.
  • Patrol Security: Clients want reliability, detailed reporting, and consistency on routes.
  • Executive Protection (EP): Clients demand discretion, specialized training, and trustworthiness.
  • Corporate Staff: Internal hires must align with RSS’s culture and administrative needs.
  • Support Staff: Must be adaptable and able to handle timekeeping, logistics, and compliance tasks.

Tailoring sourcing ensures RSS meets each client’s expectations directly.

2. Unique Sourcing Channels

  • Event roles = mass sourcing via job boards and referrals.
  • Patrol = local/regional pools, law enforcement retirees.
  • EP = niche associations, LinkedIn, prior military/police networks.
  • Corporate = Indeed, ZipRecruiter, professional networks.
  • Support = temp agencies, admin talent pools, entry-level platforms.

A “one-size-fits-all” sourcing approach wastes time. Role-specific channels maximize efficiency.

3. Compliance and Licensing Requirements

  • Some roles (patrol, EP) require state guard cards, firearms permits, or specialized training.
  • Event staff may need temporary compliance or quick onboarding.
  • Corporate/support roles require background checks and employment verification.

Screening by role protects RSS legally and reduces the risk of non-compliance.

4. Turnover & Retention Differences

  • Event staff: higher turnover, need fast-fill strategies.
  • Patrol: medium retention, needs steady sourcing pipelines.
  • EP & corporate: low tolerance for turnover, so screening must be rigorous.

Recruiters must adapt methods to role-specific retention realities.

5. Supporting Business Development

  • RSS’s ability to deliver the right people, fast, determines whether it can win and keep contracts.
  • If recruiters misplace talent (e.g., putting an event guard in a patrol role), RSS risks client dissatisfaction and contract loss.

Recruiters become strategic partners in BD by sourcing/screening properly for each role.

Activity: Role-Based Sourcing Challenge

Select one role (Event Security, Patrol, Executive Protection (EP), Corporate Staff, or Admin Support).

Task:

  • List 3 platforms you would use to source candidates for that role.
  • Write 2 screening questions you would ask during an initial candidate call/email.

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