Purpose
The Sourcing Specialist – Offshore is responsible for proactively building and maintaining talent-ready candidate pools that can be accessed quickly by recruitment teams for labour hire contracts, temporary assignments, and permanent vacancies. This includes identifying, attracting, screening, and nurturing candidates across agreed job families so that qualified, interested, and work-ready talent is available for rapid submission to hiring managers and clients.
The role exists to improve speed-to-submit, quality-of-shortlist, and conversion outcomes by ensuring recruiters spend less time initiating new searches and more time engaging pre-qualified candidates matched to live opportunities.
Key Duties & Accountabilities
Talent Pool and Pipeline Development
- Build, segment, and maintain high-quality candidate pools across agreed job families relevant to the Australian market, including both labour hire/temporary and permanent recruitment streams for immediate and future workforce needs.
- Identify and map candidates using multiple sourcing channels including job boards, databases, LinkedIn, Seek Premium Talent Search, referrals, social media, internal CRM/ATS records, and targeted search strategies.
- Create and manage job-family-based pools and shortlists (for example administration, customer service, contact centre, project support, government support roles, specialist professional roles, or other agreed categories) so recruiters can access ready talent according to recurring demand patterns.
- Maintain a proactive sourcing cadence so each priority job family has an agreed number of active, screened, and contactable candidates available.
Candidate Assessment and Pre-Qualification
- Evaluate resumes and candidate profiles against predefined role criteria, industry requirements where relevant, eligibility requirements, and hiring expectations before candidates are released to the recruitment team.
- Conduct initial screening activities, which may include phone screening, competency assessment, skills and experience validation, work rights checks, pay/rate expectation capture, notice period availability, and motivation assessments.
- Assess candidate suitability for both current vacancies and future opportunities, ensuring candidates entered into talent pools are relevant, qualified, interested, and aligned to defined job-family criteria.
- Apply consistent screening standards and candidate scoring methodologies to improve shortlist quality and reduce unsuitable submissions.
- Maintain a consistent, professional standard of written candidate summaries to support high-quality submissions and stronger interview conversion rates.
Candidate Engagement and Pool Readiness
- Engage candidates professionally as an early point of contact, presenting opportunities clearly and maintaining candidate interest until progression through the recruitment process.
- Build candidate relationships over time so priority talent remains engaged, responsive, and available when new opportunities arise.
- Conduct regular re-engagement and refresh activities to ensure talent pools remain active, including checking current availability, location, interest, compensation expectations, updated CVs, and relevant capability changes.
- Escalate strong candidates, high-potential leads, or scarce-skill talent quickly to the relevant recruiter to support fast turnaround on active requirements.
Recruitment Delivery Support
- Partner closely with recruiters and recruitment leaders to understand recurring workforce demand, role requirements, market constraints, candidate availability, and priority job categories.
- Support faster recruitment execution by supplying talent-ready shortlists, market-mapped pools, and candidate insights that improve submission speed and quality.
- Work from briefs, intake notes, success profiles, and role-specific instructions to build targeted talent pipelines.
- Provide regular updates on pipeline health, candidate flow, screening outcomes, and search challenges, with recommendations for additional sourcing activity where required.
Systems Accuracy, Data Quality and Reporting
- Maintain accurate and timely records in the ATS/CRM, including candidate status, screening notes, job-family tags, availability, work rights, salary/rate expectations, and next action dates.
- Ensure candidate pools are searchable, segmented, and usable by recruitment teams, with clear notes that support confident and rapid recruiter action.
- Track and report sourcing and screening activity, including pipeline volume, candidate conversion, shortlist readiness, pool ageing, and responsiveness metrics.
- Identify data or workflow issues that reduce recruiter efficiency and recommend practical improvements to sourcing processes, search methods, or talent pool maintenance routines.
Collaboration and Team Support
- Adapt and work flexibly to provide recruitment support within and across teams as directed.
- Share insights, tools, and learnings to uplift team capability and outcomes.
Performance & Compliance
- Meet agreed key performance indicators (KPIs) and service level agreements (SLAs) in line with organisational requirements.
- Ensure all recruitment processes comply with company policies, procedures, legal requirements, and service standards.
- Identify risks to service delivery and escalate them in a timely manner.
Communication & Influence
- Communicate clearly and confidently across written, verbal, and visual channels.
- Craft compelling job advertisements, candidate engagement messages, direct outreach communications, and reports.
- Tailor communication for audience, platform, and purpose while maintaining employer brand integrity.
- Create and/or contribute to recruitment marketing collateral.
- Maintain awareness of privacy obligations, confidentiality requirements, brand standards, and responsible AI use practices.
Diversity, Equity and Inclusion
- Champion and role model inclusive behaviours and recruitment practices.
- Demonstrate a strong understanding of the appropriate and ethical use of AI in recruitment.
Key Selection Criteria
Essential
- Strong written and verbal English communication skills.
- Experience in candidate sourcing, recruitment support, talent pooling, or recruitment operations, ideally within agency recruitment, RPO, offshore support, or high-volume recruitment environments.
- Demonstrated ability to build candidate pipelines and maintain structured talent pools across multiple job categories.
- Proven ability to self-manage, prioritise workload, and achieve high-volume KPIs and service level expectations.
- Strong sourcing capability using LinkedIn, job boards, databases, referrals, AI-assisted search tools, Boolean search, and advanced sourcing methodologies.
- Experience utilising AI tools to support candidate attraction, screening, summarisation, and insight generation while applying sound human judgement to validate outputs.
- Experience drafting candidate attraction and engagement communications tailored to role requirements and candidate context.
- Experience producing structured candidate summaries and recruitment documentation efficiently.
- Professional interpersonal skills with the ability to engage confidently with candidates from diverse backgrounds.
- High attention to detail and commitment to compliance with systems, processes, and data quality standards.
Desirable
- Experience supporting the Australian recruitment market, particularly labour hire, volume recruitment, government recruitment, or professional services recruitment.
- Familiarity with Australian work rights screening requirements, market practices, and candidate expectations.
- Experience working within offshore recruitment delivery models, shared services environments, or embedded talent support teams.
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