Sourcing starts before a new application arrives. A team may already hold relevant experience in an ATS, a CRM or a specialist talent pool. The challenge is to identify which records can be used, what has changed and how to invite the right people into the next conversation.
Choose sources you can actually use
Map the candidate pools relevant to the requirement: previous applicants, an existing community, a referral process or an authorised external source. Establish ownership, access and permitted use before including records. A named integration or a link to a job board does not automatically grant access to its candidates.
Separate finding a record from contacting a person. The source, communication permissions and current relationship matter. Define how duplicates and older profiles will be handled so candidates do not receive repeated or contradictory invitations.
Make the invitation specific
Explain the opportunity, why the person is being approached and what information is needed next. Ask only the questions that help decide whether to continue. A short response about interest, location or availability can be more useful than asking someone to recreate an entire profile.
Candidate attraction also includes the application experience. Clear role information and an understandable next step help applicants decide whether the opportunity fits. Test the journey on a phone and make a human contact route visible where help is needed.
Refresh before you compare
An earlier application may contain useful experience but an outdated location, preference or availability date. Keep the original record while collecting the information needed for the current requirement. A declined invitation is a communication outcome, not evidence that the candidate lacks a capability.
Use structured handover into screening and matching. Preserve the source and campaign context so recruiters can see how someone entered the pool and which questions have already been answered.
Measure progress through the whole journey
Count people consistently across sources, invitations, responses and qualified handovers. A candidate appearing in two systems should not become two people in the report. Keep delivery failures and unanswered invitations visible rather than folding them into a single conversion percentage.
EVA sourcing and external recruitment scope is agreed around the accessible pools, capture process and connections required. Verify specific suppliers and connection behaviour during scoping rather than assuming every external source is available by default.
Choose the right next conversation
Three illustrative records from an existing talent pool.
Current application · relevant requirement
How to read it
Some screening information may already be available. Asking for it again adds friction.
The next useful action
Confirm interest in this opportunity and request only the missing information.
Compare all 3 cases
| Case | Known information | Next action |
|---|---|---|
| Recent applicant | Current application · relevant requirement | Confirm interest in this opportunity and request only the missing information. |
| Older profile | Relevant project history · availability last updated a year ago | Refresh interest and availability before progressing. |
| Duplicate record | Same person appears in ATS and CRM | Resolve identity and ownership, retaining the relevant source history. |
Illustrative example. These controls explain the method; they do not access client records or execute workforce actions.
A larger pool helps only when the records are usable and the next conversation is relevant.
Explore the relevant EVA capabilitiesSources & further reading
This guide explains EVA's approach and illustrative methods. Follow the current offering and methodology pages for scope and examples.