POWER Hiring we spend much of our time ferreting about in other people’s hiring processes to see what works best and what works least best. We then collectively develop plans to make both the best and least best a bit better. One thing we’ve discovered is that too much time, money, and effort are spent chasing active candidates Let’s take an example to represent the active candidate pool. This is 15% of the total. The body represents the 85% passive candidate pool. Another five to six percent of the active pool are represented by temporarily active candidates. On the figure, it’s where the head and body overlap. These are the people who get frustrated at work one day and look for a new position the next. If they don’t find anything compelling, they take themselves off the market. This simple model is a good way to think about your sourcing programs. Of course, cost per hire increases as you move into the passive candidate pool. It takes more effort to find and hire these candidates Bu...
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