Resourcing involves the attraction and selection of individuals into the right role at the right time and cost. It's about using relevant workforce planning data and knowing the right sourcing approaches and digital tools to tap into diverse candidate pools, both active and passive.

Those involved in resourcing activities should be focused on understanding the candidate experience, designing effective assessment and selection approaches and, overall, how to make effective recruitment decisions.

Understanding the labour market, your market position, your unique people proposition and job analysis will ensure roles are engaging to a wide range of people.

Mencap case study: Recruiting from the heart

How a team with boundless dedication managed to transform the way the Royal Mencap Society finds and keeps its people. Read Mencap's story.

Things to start thinking about

Use these prompts to reflect on your understanding of Resourcing and uncover areas for future professional development.

  1. How does the tight or loose labour market affect the attraction of talented individuals to your organisation?

  2. What digital channels does your organisation use to source passive and active candidates?

  3. When did you last seek out feedback from applicants on how effective your candidate journey and experience is?

  4. How do your resourcing plans support the wider people strategy?

  5. Which assessment methods are most effective for your organisation’s resourcing needs?

Short course: Recruitment, Selection and Resourcing Talent

This practical three-day course that concentrates on the resourcing and talent planning process, including preparing for and conducting interviews

Learn more from CIPD Training

Next: Reward

Creating remuneration and benefits approaches which are aligned to current and future organisation needs and market conditions

Continue to Reward
Top