1.2Sourcing & job ad writing
The essentials in 30 seconds
- Sourcing: internal and referrals first, then job boards, networks and headhunting for rare profiles — measuring the cost per hire of each channel.
- Ad: searchable title + 4 blocks (company, position, profile, conditions) + announced process: with no salary or timeline, the good ones walk away.
- Non-discrimination: no criterion outside skill — re-read every ad through the discrimination filter.
Running case — Amira writes the sales rep ad
With the description validated (1.1), Amira activates sourcing: she pushes internal moves and rewarded referrals first, then posts on job boards and networks. Her ad shows a searchable title, the missions, the required/desired profile, the range and the process (reply time and number of interviews). Before posting, she re-reads it through the discrimination filter and removes any risky wording.
Continues the 1.1 case — Amira attracts targeted candidates.
1. Sourcing: fish where the fish are
Sourcing covers the actions to identify and attract candidates. Internal first (moves: known, fast, motivating), then rewarded referrals (employees' network: quality and retention), job boards (volume), networks and headhunting (rare profiles), schools and apprenticeships (pipeline). Amira multiplies measured channels (cost per hire) instead of a single unmanaged channel.
2. Write, then filter
The ad attracts honestly: searchable title («Inside sales B2B — Algiers», not «ninja»), company in two lines, position (missions, team), profile (required/desired), conditions (range, remote work, benefits) and process (reply time, number of interviews). With no salary or process, the good ones walk away.
Then the non-discrimination filter: no criterion outside skill. Every ad is re-read before posting to catch discriminatory wording — illegal and punished, and the French framework presented here only illustrates principles applied locally.
🔎 Concrete example — Ad before / after
What Amira rejects, and what she posts.
BEFORE: «Sales ninja, young vibe, salary based on profile».
AFTER: «Inside sales B2B — Algiers — range displayed.
Missions… Profile… Process: reply time and interviews announced».
→ more and better-targeted applications.Result: the precise and transparent inspires trust.
Reflex: re-read every ad through the discrimination filter.
Section vocabulary
- Sourcing
- All actions to identify and attract candidates (posting, active search).
Simple example: Amira combines internal, referrals, job boards and headhunting.
What it is not: waiting passively for spontaneous applications.
Reflex: for each position: which channels, at what cost per hire?
- Job ad (job offer)
- Text presenting the position and the company to attract relevant applications.
Simple example: Amira's title + 4 blocks + process ad.
What it is not: a fancy title with no missions or conditions.
Reflex: searchable title, concrete missions, salary and process displayed.
- Job board
- A job site posting offers and receiving applications.
Simple example: Amira's wide posting of the position for volume.
What it is not: the only, unmeasured channel for every position.
Reflex: measure the return of each job board.
- Referral
- A candidate recommended by an employee; an often fast, quality channel.
Simple example: One of Amira's sales reps recommends a former colleague assessed like the others.
What it is not: hiring only through referrals with no fair assessment.
Reflex: referred candidates assessed like the others + diversity watch.
- Active sourcing / headhunting
- Directly approaching candidates (notably passive ones) instead of waiting.
Simple example: Amira approaches rare profiles directly on networks.
What it is not: posting and waiting when the market is tight.
Reflex: rare profiles = go and get them.
In practice — Write the ad and choose the channels
- Write searchable title + 4 blocks: company, position, profile, conditions and process.
- Display the range and reply times: sell honestly, with no false promises.
- Combine channels: internal, referrals, job boards, networks, schools, headhunting if needed.
- Re-read through the discrimination filter before posting (no criterion outside skill).
Ready-to-say script — ask the team for referrals (30 s)
«We are opening the inside sales position: description and range displayed, two-interview process. If you know someone competent, refer them — bonus included — and they will be assessed exactly like the others.»
Say in a meeting: tap employees' networks without sacrificing fairness.
Copy-paste template — ad + filter
SEARCHABLE TITLE: _______________
COMPANY (2 lines): _______________
POSITION (missions, team): _______________
PROFILE (required / desired): _______________
CONDITIONS (range, location, remote): _______________
PROCESS (reply, interviews): _______________
DISCRIMINATION FILTER re-read? YES / NOSmall business / tight budget
One generalist job board + referrals + free networks is enough, provided you measure returns.
Algiers SME
Amira adds the channels actually read locally (groups, schools, word of mouth) and states mobility and field constraints.
Rare profile
Direct headhunting and personalized message: passive candidates do not apply, you go and get them.
High volume
Ultra-precise title + range + process to filter from the ad and cut off-target applications.
✓ Best practices
- Activate internal and referrals before wide posting.
- Display searchable title, salary and process.
- Run every ad through the discrimination filter.
✗ Common pitfalls
- Fancy titles («ninja») and risky wording («young», «male»).
- Hidden salary and radio silence on the process.
- A single, unmeasured channel.
Key takeaways
- Sourcing starts with a clear ad that sells honestly.
- Combine channels and measure cost per hire.
- Searchable title + 4 blocks + announced process.
- Systematic re-read through the non-discrimination filter.
48h challenge — apply tomorrow
Rewrite 1 real ad as title + 4 blocks + process, display the range, then re-read it through the discrimination filter with a colleague.
- I can write title + 4 blocks + announced process.
- I choose my channels by measuring their return.
- I re-read 1 ad through the discrimination filter.
Frequently asked questions
What makes an ad truly attractive?
An ad that speaks to the candidate: concrete missions (the real daily work), what the position offers (learning, growth, purpose), range and conditions displayed, measured requirements (no endless list), human and honest tone. In a tight market, candidates choose: overselling leads to disappointment and fast departures.
Are referrals really effective?
Yes, often one of the best channels: pre-qualified candidates, faster hiring, better onboarding. With two cautions: do not harm diversity (circles look alike) by using it alone, and assess each referred candidate exactly like the others, with a bonus to encourage.
Amira hesitates: «Sales ninja, young vibe, salary based on profile». What do you tell her?