Hybrid Recruiter Training

0 of 27 lessons complete (0%)
Exit Course

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

Part B Lesson 2: Where to Source Candidates

You don’t have access to this lesson

Please register or sign in to access the course content.

Learning Objectives

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

  1. Select role-appropriate sourcing channels based on cost, urgency, and client requirements.
  2. Apply sourcing tactics (Boolean search, targeted ads, networking) instead of just posting jobs.
  3. Balance quality vs. speed when sourcing for event-based vs. long-term contracts.
  4. Build a sustainable sourcing pipeline that strengthens RSS’s credibility with clients.

Vocabulary & Terminology

General Recruiting & Sourcing

  • Sourcing – The process of finding and attracting potential candidates before they apply for a job.
  • Screening – Reviewing candidates’ qualifications to decide if they meet role requirements.
  • Pipeline – A pool of candidates (active + passive) that can be tapped for current and future needs.
  • Active Candidate – Someone actively applying for jobs.
  • Passive Candidate – Someone not actively applying but open to the right opportunity.
  • Talent Pool – A broader group of individuals who might be suitable for different RSS roles, even if not hired immediately.

Sourcing Methods

  • Job Boards – Online platforms where jobs are posted (e.g., Indeed, Craigslist, ZipRecruiter).
  • Referrals – Candidates recommended by current employees, contractors, or previous hires.
  • Boolean Search – Using AND/OR/NOT operators to refine search results (e.g., "executive protection" AND Los Angeles).
  • Geofencing Ads – Location-based ads targeting candidates within a defined geographic area.
  • Direct Outreach – Contacting potential candidates directly (e.g., LinkedIn messages, cold emails).
  • Community Sourcing – Partnering with community organizations, schools, or military groups for candidate flow.

Contract & Client Context

  • RFP (Request for Proposal) – A formal request from a client (often corporate or government) asking RSS to bid for services.
  • Bid – The proposal RSS submits to win a contract.
  • Contract Staffing – Providing staff to fulfill specific terms of a signed agreement with a client.
  • Surge Hiring – Rapid recruitment for short-term, high-volume needs (e.g., conventions, concerts).

Role-Specific Recruiting

  • Event Security Staff – Guards hired for short-term event security (badge checks, access control, crowd management).
  • Patrol Officer – Guard assigned to ongoing patrol duties (property checks, site security).
  • Executive Protection (EP) Agent – Specialized role providing personal security for high-profile clients.
  • Corporate Staff – Internal RSS hires (HR, operations, accounting, etc.).
  • Support Staff – Admin and logistical workers who handle guard check-ins, payroll logging, and event coordination.

Recruiting Metrics

  • Fill Rate – The percentage of open positions that are successfully filled.
  • Time-to-Fill – How long it takes to hire for a role.
  • Quality of Hire – A measure of how well new hires meet performance and reliability expectations.
  • No-Show Rate – The percentage of workers who fail to appear for scheduled shifts (critical in event staffing).

RSS-Specific Applications

  • Candidate Reliability Index – An internal measure of a guard/employee’s dependability (attendance, punctuality, past performance).
  • Standby List – A pre-vetted list of guards who can be called for last-minute coverage.
  • Warm Candidate – Someone not currently active but previously screened and ready for re-engagement.
  • Hot Fill – Urgent staffing request from a client that must be filled within hours or days.

Lesson Content

1. Strategic Importance of Sourcing

  • RSS’s ability to win new contracts (corporate, government, construction) depends on demonstrating a ready talent pool.
  • If sourcing is weak, RSS risks:
    • Turnover gaps → event understaffing, poor client experience.
    • Lost bids → state/federal RFPs often require proof of workforce readiness.
    • Revenue leaks → relying on expensive last-minute temp agencies.
  • Effective sourcing protects contracts, reputation, and profitability.

2. Sourcing by Role: Going Beyond Job Boards

Event Security Staff (fast-fill, high volume)

  • Tactics:
    • Craigslist “gigs” ads + daily reposting.
    • Partnerships with local community orgs (church groups, veteran groups).
    • Referral bonuses tied to short event cycles.
  • Why: These candidates are flexible, often part-time seekers, and referrals reduce no-show risks.

Patrol Security Officers (steady, ongoing needs)

  • Tactics:
    • Military base job boards (Transition Assistance Program).
    • Partnerships with law enforcement academies or local colleges.
    • Geofenced ads targeting people near client patrol zones.
  • Why: Requires reliability and discipline → military and law enforcement networks yield higher retention.

Executive Protection (specialized, low volume)

  • Tactics:
    • Boolean LinkedIn search (“Executive Protection” + “CP” + “advance agent”).
    • Networking at EP conferences (e.g., IPSB).
    • Direct outreach to graduates of EP academies.
  • Why: Small talent pool, but clients demand elite professionalism — proactive sourcing critical.

Corporate Staff (HR, Ops, Accounting)

  • Tactics:
    • University career portals + LinkedIn postings.
    • Posting in industry-specific groups (e.g., SHRM boards for HR).
    • Using skill-based keywords in job ads.
  • Why: Corporate roles directly impact compliance, payroll, and scaling → sourcing must target credentialed professionals.

Support Staff (timekeeping, logistics, admin for events)

  • Tactics:
    • Craigslist “event staff” + Nextdoor postings.
    • Partnering with temp agencies for surge needs.
    • Recruiting students on flexible schedules.
  • Why: Need availability + reliability for short bursts.

3. Advanced Sourcing Techniques

  • Boolean Search: e.g., (“executive protection” OR “close protection”) AND (“Los Angeles” OR “Anaheim”).
  • Geofencing Ads: Target candidates within 5 miles of a venue to reduce commute/no-shows.
  • Social Media Direct Outreach: Personalized DM > general ad.
  • Passive Candidate Engagement: Keeping warm lists of guards/agents not currently active but open to future gigs.

4. Balancing Cost, Speed, and Quality

  • Cost: Craigslist = cheap, but high no-shows. LinkedIn = pricey, but higher quality.
  • Speed: Referrals and temp agencies = immediate. Job boards = slower.
  • Quality: EP forums yield vetted agents; job fairs yield mixed results.
  • Decision-Making: A hybrid recruiter must choose channels depending on event timeline + client type + budget.

5. Building a Sourcing Pipeline

  • Create a living tracker of all candidates (hired, standby, declined).
  • Tag candidates by role, location, and reliability for quick matching.
  • Re-engage “silver medal” candidates (those not hired last time) for future openings.
  • This pipeline demonstrates to clients and RFP boards that RSS is “always staffed.”

Activity / Deliverable

Trainee Task: Pick one role to recruit. In the section below you will develop a mini sourcing strategy:

  • Suggest how to keep candidates warm for future opportunities.
  • List 3–5 sourcing channels for that role.
  • Explain tactics (ex: “I would use a Boolean search on LinkedIn for EP agents”).
  • Identify cost vs. speed vs. quality trade-offs.
Scroll to Top