Strategic Outsourcing

As labor markets have evolved over the past decade and candidate attitudes and behaviors have changed, traditional candidate sourcing and job advertising techniques have become increasingly inefficient. Fortunately new, highly efficient ones are available that were developed by business-to-consumer and business-to-business marketers specifically to deal with noisy, complex, fragmented, competitive, information-rich marketplaces.

There have always been two candidate pools: active and passive. The Internet has created a third, semi-active, that now numbers 84 million in the U.S. alone. Semi-actives are those potential hires who are “looking but not looking,”  meaning they are employed, reasonably content with their situation, and do not consider themselves “in the market,” but at the same time are career focused, do use the Internet from time to time to investigate career ideas, and would consider an appropriate new situation.

This report investigates 7 consumer marketing and sales farming techniques developed to reach this huge market of semi-active job shoppers. It lays out a sourcing blueprint that is  practical, timely and particularly appropriate to employers having to make small dollars produce outstanding results.

Where We Are and Why — Explores the evolution of today’s fragmented job marketplace and why traditional sourcing has become less and less efficient. Also how and why the bar for recruiting performance has been raised and 5 new staffing competencies required to operate effectively.

Metrics and Benchmarks

  • How sourcing channels have fared during the recession and subsequent slow recovery
  • Sourcing preferences for 19 industry groups
  • Sourcing channel productivity benchmarks

Best Practices — A detailed explanation of the evolved, 21st century, marketing/branding/farming/sourcing/recruiting model and how it creates greater efficiency, better candidates, and better accountability.


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