What that means exactly differs by type of organisation: hours, vacancies, headcount plan or hire targets.
Per type of organisation
For a Flex workforce: requested hours versus deployable hours. For a Permanent workforce: open vacancies versus suitable candidates. For Corporate: headcount plan and vacancies per department versus own staff, internal mobility, recruitment and contingent labour. For a recruitment marketing agency: clients' hire targets versus qualified applications.
Why it matters
The balance is where revenue is made or missed. That is why it is the first ring around the core of the model. If you see weeks ahead that demand and supply are drifting apart, you can still recruit, schedule or adjust with the client.
Only deployable counts
On the supply side, only deployable supply counts: available, suitable and placement-ready. For recruitment marketing agencies the steps are received, qualified and placeable.