Talent Sourcing Program

Addressing staffing needs with a suite of talent sourcing programs

Whether looking for temporary coverage or evaluating candidates for a permanent position, these programs save your department time and resources while delivering a pool of qualified talent.

Program benefits

• A broad pool of candidates: Access to a varied range of qualified candidates vetted by the OHR Talent Acquisition team. 
• Comprehensive support: OHR will handle recruiting and interviewing, so your team can focus on core responsibilities.
• Cost efficiency: Reduce hiring costs by filling roles with standout performers.  
• Flexibility: Hire staff quickly to accommodate department growth, turnover, peak workloads, leaves of absence or special projects. 
• Talent development: Identify potential long-term hires by allowing candidates to showcase their skills and fit within the department. 

A tiered approach

The Talent Sourcing Program provides options tailored to your department’s unique needs. 

Tier 1: Early to mid-career professionals 

Designed for departments seeking candidates with a range of skills and experience levels. This pathway provides access to professionals who are ready to contribute immediately while growing within their role. 

Tier 2: Executive search 

A specialized approach for leadership and management roles. OHR Talent Acquisition partners with departments to source and evaluate candidates with the expertise, vision and leadership skills necessary to advance university priorities. 

Tier 3: Reemployment program 

A no-cost option that connects departments with former ASU employees or individuals who qualify through the reemployment process. This tier can reduce onboarding time while supporting career continuity and organizational knowledge.

How it works

Tier 1: Early to mid-career professionals 

1. Submit a request: Complete the Talent Sourcing Request form and submit it to OHR Talent Acquisition along with the job description. 
2. OHR consultation: OHR will meet with your department to review staffing needs, explain the process, answer questions and confirm the associated fees. 
3. Candidate sourcing: OHR shares your job description with its pool of pre-screened candidates and promotes the role to attract additional interest. 
4. Candidate review: Your department receives a list of qualified candidates who have been pre-screened for skills, experience and fit. 
5. Interview and selection: Your department interviews the candidates and notifies OHR of your choice. 
6. Hiring process: The hiring department completes reference checks, background screenings and credential verifications as needed. OHR assists with coordinating the hire. 
7. Onboarding: Your department sets up the employee’s workspace, resources and training.

Tier 2: Executive search

1. Engagement meeting: OHR Talent Acquisition partners closely with department leadership to define the position’s scope, essential qualifications and leadership expectations. 
2. Search strategy: We develop a customized recruitment plan that utilizes targeted outreach, advertising, networking, and direct engagement with passive candidates. 
3. Candidate identification: OHR identifies and evaluates a diverse pool of executive-level candidates, assessing their leadership competencies, experience and alignment with ASU’s values and vision. 
4. Candidate presentation: Your department receives a curated slate of top candidates, accompanied by detailed candidate profiles for consideration. 
5. Interview coordination: OHR assists with structuring the interview process, scheduling and providing tools to support a fair and effective evaluation. 
6. Selection and offer: Your department manages the final candidate selection and extends the offer directly. 
7. Onboarding support: OHR provides transition guidance to ensure the selected leader integrates successfully and is positioned for long-term impact.

Tier 3: The reemployment program

1. Candidate identification: ASU employees impacted by a reorganization who continue to demonstrate high-quality performance are eligible for the reemployment program. These employees indicate the job profiles they are interested in pursuing. When departments submit requisitions in Workday, any job that matches a reemployment candidate’s flagged profile is temporarily placed on hold, so the hiring manager can consider the employee for the role.
2. Candidate outreach: OHR contacts reemployment candidates to gauge interest. If a candidate is interested, OHR provides the department with their resume. Reemployment candidates receive priority consideration before the hiring manager posts the requisition publicly. 
3. Interview and selection: Departments conduct interviews and make hiring decisions. Once a candidate is selected, the department extends the offer. 
4. Onboarding support: OHR assists with the Workday transactions and provides guidance to ensure a smooth transition for the selected employee.