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Proactive vs. reactive HR

Started by arif, April 19, 2017, 11:36:13 PM

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arif

April 19, 2017, 11:36:13 PM
Proactive vs. reactive HR

25 requisitions that need to be filled immediately is normal for most sourcers, recruiters and anyone else involved with talent acquisition. It is not unusual for a corporate recruiter to be juggling up to 50 open requisitions. Third-party sourcers and recruiters have the extra challenge of surfacing talent for numerous clients with varied needs and different company cultures. Think for a moment of the benefit of being able to pipeline in advance the talent that your hiring authorities will require in the next 12 months.

If your company is not utilizing big data to predict trends and needs, you could conduct revenue modeling to help you anticipate the needs. What I want you to do is go back and review the types of candidates you've actually placed in jobs in the past two years. There are certain positions, departments and clients who historically have experienced a higher turnover than normal. When you review the requisitions you've filled, review the following information.

The title of the position, the salary range of the position.


Source: https://www.linkedin.com/learning/talent-sourcing/proactive-vs-reactive-sourcing
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