Most recruiting functions work (and treat candidates) as if there’s always more fish in the sea. They act as if there are an unlimited supply of candidates, so their job is to just find more.

But what about in circumstances where there is a fixed number of potential candidates? Aerospace engineers with security clearance, clinical researchers with MDs, veterinarians, etc?

In this episode, we break down how employer brand strategy changes when you have a finite talent pool.

Show Notes: