Goldman Sachs reports 2.5 million people left the workforce during the COVID-19 pandemic and won't come back to work. At the same time, we see an average of 4.5 million people quitting their jobs each month. These numbers are daunting and make the job of sourcing for open roles difficult.
The good news is there are other ways to source. Recruitment marketing programs aimed at alumni support your contingent, gig, part-time, and full-time sourcing efforts by allowing you to tap into a large talent network that already knows your organization (and will require less time & money to ramp up).
The key is to hook them back in and lean on them to refer new people. Let’s rethink the talent lifecycle by tapping into alumni talent pools.
