Recruiting new employees is stressful, especially in the current job market. Building a cohesive, well-oiled team may seem impossible, but there are several simple changes you can make to ensure your recruitment team reaches its full potential.
One of the most impactful things you can do is proactive recruitment. Proactive means completing a task before you need to, proactive recruitment means recruiting employees before experiencing high levels of hiring demand. If you have a steady team before things get rough, chances are you will have success further down the road.
Traditionally used by managers and recruiters alike, reactive recruiting is the opposite. Reactive recruiting involves only engaging in the recruitment process when you have no other options (when an employee leaves, for example). This process might work if you have plenty of job seekers around, but if not, you may be out of luck.
Choose our recruitment services today and get your team on track.
Aliquam hendrerit sollicitudin purus, quis rutrum mi accumsan nec. Quisque bibendum orci ac nibh facilisis, at malesuada orci congue.
Luis Pickfor
What is Proactive Recruitment?
As mentioned above, proactive recruitment occurs when you hire people who are not based on hiring need. It may seem arbitrary to interview candidates before you need them, but this method provides an extra layer of communication between hiring managers and potential employees.
Proactive recruitment improves relationships with potential workers: it shows that you care about them as your people and not just as employees. This connection usually drives them to apply for the position, and you have the advantage of having future employees on hand who really want to work for you. In addition, your recruiting team learns what talents you expect from future candidates.
Workforce planning is not easy. Simply put, you have no way of knowing whether you’ll need new talent immediately or even at all. However, working with a recruitment team to find candidates with your ideal skills is essential for a successful job. Your recruiting team can also help you find and find the right people for the job.
What is Reactive Recruitment?
Reactive recruitment is a more anxious adversary than proactive recruitment. If hiring managers delay finding new employees until a job vacancy, they run the risk of creating low-quality candidates that they desperately recruit.
Another example of reactive recruitment is waiting for a candidate until they respond to a job posting. In between the time between your response and their application, they may have already found another employer. Sometimes the job market is unpredictable, but hiring based on labour demand alone won’t produce high-quality teams.
What does a proactive recruiting strategy look like?
Creating the right proactive recruitment strategy depends on several factors. Team size, industry and required positions all affect the active recruitment process. A standard proactive strategy consists of four steps:
Sourcing: Work with your talent acquisition team to find the right source of talent.
Engagement: Narrow your list of potential talent and approach them for an interview.
Build relationships: Build more relationships with potential employees. Stay in touch via email or phone.
Transition: encourage the candidate to join the team. Describe the benefits they will receive or more, how can you help them to achieve their career goals.
Proactive recruiting is about open communication and networking. The process required lot of effort.
Building a talent pool
Your whole team is up to this game. As you build your talent pool, review your current units and see where they are lacking. For example, if you have a team of people with graphics design skills, you can make your team more holistic by looking for people with creative talent or background in the Design industry.
Improve social media awareness and employer branding
Supplementing your social media accounts and connecting with your followers is a great way to connect with future candidates.
Careers page development
Have you been a long time since you have not updated your careers page on your website? Keeping your posts up to date will help candidates understand what’s going on at your company and encourage them to apply. Career pages should be aesthetically pleasing and easy to navigate. If possible, design your page further by posting employee reviews and photos. (As per latest case study: For start-up or mid-levels Companies, this type of strategy didn’t work as expected, but Special career page on Dutybell worked tremendously in terms of getting great candidates.
Simplifying the application and interview process
Is your application process as efficient as possible? Apply online or take advantage of automated processes that automatically screen out unsuitable candidates. That way, you’ll only interview people who are qualified for the job. A small number of potential candidates is more manageable than having thousands of applications in your inbox every day. But the duty is yours, to choose the right candidates from 1000 profile. Contact Dutybell for fast screening and simplifying the application and interview process.
Encourage employees to provide referrals
Do you already have a good team? Ask for the names of people your employees know for future job opportunities. Asking for referrals to your employees show that you care about their opinion and feedback.
(Take care: This strategy is full of uncertainty. Reference can be inaccurate, References can lie even your current employee is a good at work, we have the solution for that, Dutybell Reference checks can reveal real insight and full details about a candidate that other BG checks don’t provide)
The benefits of proactive
recruiting is significant, including:
A faster, more cost-effective recruiting process – you’ll never have to search for the right candidates again & again. Proactive recruiting also saves money because you usually don’t need to offer hiring incentive if you recruit candidates proactively.
Attract and convert more qualified candidates: Taking the time to know your potential candidates is very useful. Proactive recruiting avoids desperate or bad hires and helps you focus on the right candidates.
Better Candidate Experience: People, especially job seekers, like to know you care. Through communication and education, each of you benefits from the hiring process.
Improved corporate culture: you can understand when someone wants to be at work (or when they don’t). Hiring ideal candidates for your team leads to a happier and more functional group overall.
Proactive recruiting is the way to go if you want a collaborative team that works efficiently, fosters a stable company culture, and has different skill sets for employees.
Simplify your recruiting process with DUTYBELL
Recruiting doesn’t have to be stressful. It can be rewarding, joyful and engaging for all parties involved with the right strategies in place. Proactive recruiting not only helps employers build a strong talent pipeline, but also creates a work environment of belonging, inclusion and empathy.
Are you ready to begin your proactive recruitment journey? Dutybell is here to help with AI and skill matching, talent nurturing and a whole range of helpful recruiting tools.
Let Dutybell take care of the background noise so you can start building connections with the best talent.
Get in touch today to find out more.
