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Many HR leaders and CEOs are concerned about attracting and retaining talent because a global economy driven by services more than products cannot function effectively without employees who possess critical skills. Bersin’s High-Impact Talent Acquisition (HITA) research indicates that candidate pool development is the second most influential driver of TA performance; in fact, a mature TA function is 2.6 times more likely to have a robust talent pipeline than an immature TA function.1
To fill open positions, recruiters should constantly network and take a proactive approach to finding candidates to help ensure that they can deliver “talent on demand” as quickly as possible. Recruiters create candidate pools (consisting of active and passive candidates) by pulling from multiple (possibly 11 or more) sourcing channels. However, some sources are more effective than others for finding high-quality candidates. In addition, a highly mature talent sourcing strategy should encompass a number of different sources and tools, combined with effective employment branding efforts.
Organizations that begin to enhance their sourcing strategies can benefit by finding higher-quality candidates more quickly.
This webinar will cover the following topics in this webinar: