Yesterday, I received three emails from hiring managers and recruiter friends who were looking for the perfect candidate. They were stressed from the pressure the vacancy was causing for themselves and their team.
Since the recession, teams have been forced to downsize. No doubt this causes morale issues and added stress to your department as employees are already overworked and pushed to the max. When a new position opens up, it can cause mayhem to the current stressful conditions. Suddenly the recruitment process is tainted with a sense of urgency more than the search for the ideal candidate.
Has this happened to you? Did you know that this can be avoided? The secret is not about filling the vacant position today, it’s about anticipating the job opening six months from now with proactive recruiting. It is important for recruiters to not only be one step ahead of the actual need they also need to have their arsenal of talent accessible and ready.
As the skill gap enlarges and the rate of change increases rapidly, the recruiters who practice proactive strategies will win the war for talent. The first step in avoiding reckless reactive recruiting is to know the difference between proactive and reactive recruiting. Successful recruitment is 100% proactive.
Here are some best practices you can implement to help you have a proactive recruitment strategy.
Develop a positive reputation online.
Be sure to have a career page and exposure to the online communities like Glassdoor and LinkedIn. The more positive opinions that are available from existing employees about their experience working at your company, the better your organization is positioned for recruiting opportunities.
Engage with candidates and drive them to your talent community.
Use social media tools to share valuable resources and network with the possible candidates. Have a mission to drive talent to your community. This can be done easily by adding a Join Our TalentCircle call button to your career page and use the URL to your career page on all of your recruiter’s social profile bios.
Grow a sourcing program.
Develop your own talent pool through actively networking in-person and online combined with job postings and referrals are all critical components to proactive recruiting. TalentCircles is an excellent tool to manage the candidate profiles and grow your own sourcing program so that you are ready to hire when the right time comes.
Survey internal teams frequently.
Ask about hiring needs so you can forecast more accurately. Did you know that TalentCircles has an excellent survey tool that allows you to reach out internally to get information? This is a great way to track data and forecast the hiring needs ahead of time.
Follow competitors on LinkedIn and other social communities.
Social media provides recruiters the opportunities to find talent. One way to find talent that your competition is attracted to is to follow the competitor’s networking activities. Join their communities and get exposure and engage with candidates.
By implementing a proactive recruiting approach over reactive hiring will reduce stress and costs for you and your organization. Get happier, healthier and more productive employees and hiring managers as you anticipate your openings and building candidate pipelines for future openings today.
Do you have any additional strategies that help you with your proactive recruiting strategies? Please let me know.
Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media. She’s is the Chief Blogger & Founder of Blogging4Jobs. You can follow her on Twitter @jmillermerrell.