Jalvexa

Candidate Sourcing Checklist

Candidate sourcing starts with a clear job and ends with a justified next review step. A search result is a possible person to investigate; it does not establish interest, availability or suitability by itself.

Use this checklist before searching and when reviewing a result. It helps prevent a vague query from turning into an unsupported candidate recommendation. Keep each search connected with the role you are actually hiring for.

Prepare the role and search purpose

Confirm the essential work, requirements and relevant conditions in the Hiring Brief. Decide whether the search is exploring adjacent backgrounds, finding possible candidates for an initial review or checking a particular role hypothesis.

Write a simple description of the work before choosing titles. Titles vary between employers. A useful title can help you search, but it does not establish the responsibilities behind a profile.

Separate confirmed location or work arrangement needs from assumptions. A profile location does not establish willingness to travel, move or work under the employer’s specific arrangement. Those questions belong in an appropriate later conversation.

Choose terms you can explain

Start with the role language and relevant responsibility. Record why the terms might find useful backgrounds. If an adjacent title could involve similar work, identify what you would need to check rather than assuming equivalence.

Avoid adding more filters merely to make the result count smaller. Each constraint should relate to the role and the information the search actually supports. A narrow result set is not necessarily a qualified result set.

Before trying another query, understand the first result. If the issue is an unclear requirement, additional searches may produce more uncertainty rather than solve it. Revisit the brief when needed.

Run the sourcing checklist

  • Job: is this search attached to the correct role and workspace?
  • Purpose: what question will the search help answer?
  • Terms: why are the title or responsibility words relevant?
  • Requirements: which are essential and which are preferences?
  • Conditions: are location or working-arrangement assumptions confirmed?
  • Usage: do I understand the plan’s sourcing allowance?
  • Result: what information was actually returned?
  • Unknowns: what cannot be established from that information?
  • Next action: what review or conversation is justified?
  • Privacy: am I using the information only within the intended hiring process?

Do not treat this worksheet as a promise that every search returns a useful profile or that every relevant person can be contacted.

Review a limited result honestly

Jalvexa sourced previews are private one-hour previews of available name, title and location. They are not a full resume, and they do not establish qualifications, achievements, compensation expectations, current interest or availability.

For a fictional example, a result with the title “Production Planner” may be worth further review for a planning vacancy. It does not prove ownership of the employer’s specific process, equipment knowledge or shift requirements. List the questions those responsibilities require.

Keep the original result’s limits visible in any fit discussion. If a candidate supplies a resume through an appropriate process, use that richer input for a more detailed review. Do not expand a short profile into invented work history.

Understand Jalvexa sourcing allowances

Recruiter costs $139 per month with 100 monthly sourcing units. Recruiter Pro costs $299 with 400, and Recruiter Team costs $599 with 1,000. The same current core hiring features are included across these tiers; sourcing allowances differ.

Uploaded resumes and Talent Network profiles use no sourcing units. Sourcing add-on purchases are not currently available. Recruiter Team does not include shared team seats merely because of the plan name. Confirm the current pricing before choosing a plan.

Avoid treating a unit allowance as a promise of a number of suitable candidates. Search and review outcomes depend on the role, input and returned information.

Choose the next step deliberately

Use the candidate sourcing guide for the wider sourcing process and the candidate evaluation guide to review what the available information supports.

Jalvexa connects job creation, sourcing or candidate upload, evaluation, shortlisting and hiring progress. Contact drafts are prepared and approved; they are not automatically delivered. Decide what action is appropriate before preparing a message, and confirm candidate details through the normal process.

Explore Jalvexa for Recruiters or create your Recruiter account. A useful sourcing checklist reduces unsupported assumptions, even when the result itself is brief.