Choose the next sourcing experiment
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
Use the scorecard to identify a specific uncertainty: message relevance, channel coverage, role proposition or response handling. Change one substantial variable where practical and define success, guardrails and a review window in advance. Include candidate experience and quality, not just volume. Avoid continuing a harmful experiment to reach an arbitrary sample target. Report null or mixed results honestly. The output of analysis should be a decision to continue, revise, stop or gather more evidence, with an owner and a date.
Worked example
A channel has many replies but few relevant conversations. The next test clarifies role scope in the first message, tracking informed interest and complaints rather than simply increasing send volume.
Put it into practice
Design a two-week experiment and specify what result would change your current plan.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
Define comparable groups or state why comparison is limited. Include a stop condition, observation window and decision owner. Predefine the interpretation so the team does not choose a success metric after seeing results.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- CIPD: Recruitment
Professional context for the recruitment lifecycle.
- ICO: Recruitment and selection
UK guidance. Check its current status and updates before implementation.