Source Active Candidates at the Right Time and Cost without Losing Sight of Quality of Hire

The traditional approach to candidate sourcing is costly, time-consuming, and often leads to dubious hires. It also often results in tension – even conflict – between talent acquisition specialists and hiring managers.

Your Challenge

• Talent acquisition specialists(TAs) struggle to reduce the number of unsuitable candidates they need to screen while still finding quality candidates in time and on budget. They often complain that hiring managers are slowing down the hiring process.
• Meanwhile, hiring managers(HMs) complain that TAs have a low understanding of the roles for which they recruit, and wish TAs would build talent pools so they don’t need to start from scratch to fill positions.
• Organizations face greater talent scarcity, hiring volumes, and retention challenges than ever before, making finding the right talent even more difficult. Over the next five years, these trends will make the traditional reactive approach to sourcing even less effective than it is today.

Our Solution

HR leaders responsible for talent acquisition are reviewing current sourcing processes to identify opportunities for improvement, and to drive best practices around sourcing. Their goal is to reorient the sourcing function as a collaborative, proactive process with effective outreach methods that produce timely quality hires to meet organizational needs.

Our research will include how to:

• Make the case to improve sourcing and diagnose constraints.
• Develop an action plan to manage constraints and evaluate performance.

Talk to our analyst about this research

This research isn't live yet, but if you would like to speak to someone about this topic early, we're happy to connect you with an analyst.

Book an Analyst Call

If you are a media professional who would like to cover this research upon its release, please contact pr@mcleanco.com.