Recruiting and hiring are no different than most areas of a business in that objectives can sometimes be quite fluid, and in that plans—and the challenges to their execution—will include both operational and strategic elements. One thing that makes the objectives in the domain of recruiting and hiring unique, however, is that the volume of activity can fluctuate dramatically over the course of the year. This is because two particular factors are especially changeable: the ultimate number of hires needed, and the size of the candidate pool that is required to meet those hiring targets.
Candidate Sourcing Technology: Objectives Drive Everything
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About the Author
VP and Research Director
Steve Goldberg is responsible for the human capital management (HCM) research at Ventana Research. Steve guides HR and business leaders to manage their workforce to gain competitive advantage and value from their investments. He covers the major areas including candidate engagement, employee experience, HRMS, learning management, payroll optimization, talent management, total rewards management and workforce management.