Which factor is NOT typically considered when setting recruitment goals?

Setting recruitment goals involves a strategic alignment between various factors that drive the staffing process. Market trends are crucial because understanding industry dynamics helps identify the demand for certain skills and competencies. Company needs are equally important, as they dictate the specific qualifications and characteristics that are sought after in candidates to ensure that new hires align with organizational objectives. Resources available also play a significant role; knowing the budget and the capabilities of the recruitment team can influence the scale and scope of recruitment efforts.

Candidate preferences, while valuable in understanding the market landscape and tailoring the pitch for potential hires, are not typically a primary driver when establishing recruitment goals. Instead, they may be considered later in the recruitment process to enhance the candidate experience and improve the acceptance rate of offers. The primary focus during the goal-setting phase is more about aligning the recruitment strategy with the company’s operational and strategic needs rather than catering to what candidates prefer. Therefore, this factor does not directly shape the foundational recruitment goals.