Sourcing and Candidate Management

Smart Sourcing is available when it is enabled for your organisation. Contact your organisation administrator or RedyHire support to confirm access.

Smart Sourcing helps teams discover and review new prospects. Search Candidates finds people who are already connected to jobs in your organisation.

No. Searching and reviewing prospects are separate from outreach. Recruiters decide who to contact or move into a job workflow.

Independent sourcing lets recruiters build a general prospect list. Job-connected sourcing finds prospects for a specific role and lets approved people enter that job’s hiring process.

A saved search keeps the search criteria together so teams can reuse the same approach, collaborate, and understand why a prospect was found.

Yes. Searches are private by default and can be shared with authorised colleagues when the team wants to collaborate.

If your organisation has the LinkedIn connection enabled, recruiters can use the outreach actions available to their account. Recruiters remain responsible for appropriate messages and accurate prospect records.

Before contacting prospects, agree who owns searches, what outreach is appropriate, how duplicate contact is avoided, and how messages and notes are handled under your privacy policy.

When sourcing is enabled, recruiters can move an approved prospect into the relevant job. The person can then continue through that job’s assessment and interview stages.

Search Candidates helps authorised users find candidates already connected to jobs in their organisation. It is for reviewing existing hiring relationships, not finding new prospects.

Before contacting someone, recruiters can check whether the person is already linked to a job and see their current stage. This helps avoid conflicting invitations or repeat contact.

No. Search results do not grant additional access. A user still needs permission for the related job and candidate report before opening the record.

The selected hiring stage determines the invitation details, such as the assessment or interview link and the approved message. Review the invitation before sending it.

For a large candidate list, RedyHire shows progress and the result of each invitation so recruiters can follow up on any that need attention.

The invitation is marked as unsuccessful and the reason is shown when available. Recruiters can correct the contact details or try again when the issue is resolved.

Before sending invitations, check the job, next step, contact details, duplicates, message, and candidate count. Confirm that your team has a valid reason to contact each person.