The smarter you source, the better your recruiting results. A smart sourcing strategy starts with immediate insight into your total talent pool—including internal and external sources with succession, career, and performance information—combined with best fit criteria to produce a short list of preferred hires.

Neil Dunabie, Group HRMS Manager at Reed Elsevier, recently shared some interesting thoughts on candidate sourcing that combine information from performance management with recruiting.

• Position Succession Data – Candidates identified as potential successors to the position.
• Job Family Succession Data – Candidates identified as successors to this type of role.
• Priority Moves – Candidates identified during our talent review process as needing a developmental move either: 1) Cross divisionally, 2) Cross business units, 3) International moves with associated timescales.
• Regression Data – Candidates who have held a similar job in the past and performed well, what were they doing before, and have we got any more that match the criteria.
• Best Fit Search – Comparing competencies, skills, experiences, etc. across the candidate database.
• Internal Applicants – Self-nominated candidates from employee base.
• External Applicants – Externally-nominated candidates from employee base.
• Preferred Rehires – Ex-employees we would welcome back.

To source effectively at the worldwide enterprise level, you need a truly global online recruiting platform, innovative sourcing solutions, and an intelligent design that you can evaluate with integrated analytics.

Learn more about the sourcing power of natively integrated recruiting and performance processes by reading the Taleo Research white paper: The Value of Unified Recruiting and Performance Management.

Reed Elsevier is a world leading publisher of information-driven services and solutions for scientists, lawyers, and business professionals—and a Taleo customer. The company employs approximately 36,500 people in over 200 locations worldwide.