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
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.