A reported 47% of job seekers are passive candidates every year. These job seekers while not actively applying for jobs are weighing their options and are likely searching for specific positions, requirements, and a short list of targeted companies. As the war for talent becomes more competitive, it is imperative for organizations to develop long term recruitment strategies focused on relationship recruiting, employer branding, and building a network of interested candidates before a job opening becomes available. By creating a candidate pipeline to develop, influence, and execute strategies for managing organizational change that balance the expectations and needs of the organization. This growth strategy allows recruiting and HR to align their employer branding messages with the company’s overall mission and marketing goals. This session will focus on how to leverage this across the business approach while discussing on key performance indicators and how to utilize other organizational business metrics.

Receive 1.0 Business HRCI and SHRM recertification credits.