Proactive Recruiting Strategies Include the Process of Knowing the Potential Talent Universe Before the Recruiting Activity Begins.
So you think you recruit – but are you really recruiting or just think you are? Proactive Recruiters actively recruit, search, hunt, seek out professionals who are employed by companies of interest, looking for those who can be enticed by a better opportunity and quite frankly just follow a methodical recruiting process utilizing back to basics recruiting strategies. I firmly believe that unless you know who is part of the potential talent universe before you recruit, you cannot say with confidence that you have actively recruited, presented and hired the best-qualified candidate for the job!
Presenting candidates and filling the pipeline of candidates with only those who come to the recruiter, the company, found on job boards, the internet and are active is a very limited way to recruit. Wouldn’t you agree? I think that by only filling the pipeline of candidates with these types of recruits is what I call reactionary recruiting or passive recruiting. Recruiting in such a manner, in my opinion can be doing a disservice to the company and clients.
I am not negating the successes that do come from passive recruiting or reactionary recruiting I am suggesting that recruiters need to take a step back, take the time to learn about the potential talent that could be available to the organization and clients. Recruiters really need to proactively use methodologies that uncover or identify potential talented recruits and then go recruit them.
Recruiting defined by Business Dictionary.com sums it up…. The process of identifying and hiring the best-qualified candidate (from within or outside of an organization) for a job vacancy, in a most timely and cost-effective manner. So you need to identify – know who you are recruiting by using research/name generation/traditional telephone research as part of the recruiting process.
Proactive Recruiting and returning to Back To Basics Recruiting Strategies is a long-term strategy and can be well worth it if a company truly believes people are their best assets. No one will disagree with the fact that having top talent, breeds winning teams, that win and can compete on many fronts.
Ask yourself, did I recruit the best available talent during the recruiting process? If the answer is yes, than share your knowledge with the corporation and the client. It will speak volumes. Winning the talent war does require employing a winning recruiting strategy and it does include research/traditional telephone research, passive candidate research as part of the process. My recommendation is “to be in the know” and to really know who is part of the potential talent universe before you recruit. I always say, “go get them before they get you! Be proactive in finding the best of breed talent.
Hope you enjoy my Back to Basic Recruiting Presentation and download it now. I will be scheduling workshops in New York, Connecticut, Massachusetts, Chicago and Pennsylvania discussing Back to Basics Recruiting Strategies. So if you are interested, please let me know by emailing me email@example.com.
Always here to help…have a great day!
Below is an interesting article.