Recruiting and hiring are no different than most areas of a business in that objectives and plans can be quite fluid. Similarly, the intensity of candidate sourcing activity will fluctuate as well. Three factors will be especially changeable in these situations: the number of hires needed across all open jobs, the size of the candidate pool required to meet those hiring targets, and the type and scope of sourcing methods and channels deemed necessary to generate those candidate pools. Each of these factors is influenced by both the internal operating context and broader market conditions. Internal drivers might include business performance against budgets, new, existing or deferred strategic initiatives, employee turnover and retention, and productivity levels.
Pivoting to New Candidate Sourcing Strategies
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About the Author
VP and Research Director
Quincy leads the human capital management (HCM) expertise and guides HR and business leaders in best practices and technology covering HCM applications, suites and platforms, including these specific focus areas: continuous payroll; employee experience; learning management; talent management; total compensation management and workforce management.