Lately, I have been meeting corporate recruiters whose sourcing strategy has been shaped by negative conditioning. Sheer volumes of responses have conditioned them to avoid exposure for their job positions.
These recruiters have retreated from the major national-brand job board, and are beginning to shrink back even from posting to the corporate website. But is narrowing candidate sourcing venues the right response?
Does that best serve the recruiters’ goals? What forces have converged to create the sheer volume of resumes?
The demographics of the current and future workforce, use of the Internet, unemployment, and turnover rates have all contributed to the ease of, and the motivation for, jobseekers to apply online.