Recruiting new talent isn’t just on the HR professional’s plate. Recruiting is on the minds of business owners and executives who are tasked with implementing business strategy because they know that their ability to meet their business goals depends in large part on their ability to attract and retain the right talent. Recruiting is more difficult than ever in our low unemployment economy and traditional methods just don’t work like they used to. Part of the answer to getting better recruiting results is to change your approach from reactive to proactive.
What’s the difference between reactive and proactive?
A reactive approach is transactional. The process doesn’t get put into motion until there’s a need. You post and promote the job. You get resumes or applications and you continue with your hiring process.
A proactive process is relational. A proactive process builds a talent community, or pipeline, with online touchpoints that help people get to know your company and your jobs, in addition to supporting your current recruiting efforts. This allows you to connect and communicate with people who have the skills you’re looking for, often before you have a need.
Here are four reasons to switch to a proactive recruiting process:
1. Matches Up with Human Behavior
In our digital world, people search for and make decisions about their careers with the same behaviors that they use to shop for products and services. That means that they’re hopping around to different online destinations looking for answers to their questions and trying to address concerns that they have about making a change. When you provide the content that they’re looking for, you help them along in their journey, and you gain the opportunity to share the stories that promote your company as an employer of choice.
2. Expands Your Reach
Statistics vary on the number of people who are actively looking for a different job, but just about everyone would be open to your message. According to LinkedIn, 90% of professionals are interested in hearing about new job opportunities. Additionally, when you provide employees and your referral sources with a way to share your message through online content, you equip them to be advocates for your company to their own network of peers.
3. You Get Better Fit Hires and Retention
Better fit hires come from the ability to reach into a deeper pool, but also from your ability to develop a relationship with candidates. When people learn about your company through online interactions, they have more information on which to make a decision on whether you’re a good fit for them. Better fit hires translate into better employee retention, too. If you’ve been transparent with the information you’re providing – sharing real stories and showing what it’s really like to work at your company – candidates feel more like they’re joining you and align their purpose with yours.
4. Proactive Creates Competitive Advantage
These days, you have to market to top talent just as you do to prospects. Speaking in platitudes and generalities doesn’t make you memorable or have any significant impact on a person’s decision-making process. Developing a proactive process that includes digital touchpoints that tell stories of your company and jobs, through the eyes of your employees differentiates you from other companies vying for the same talent. You become memorable, and your message resonates with right fit candidates.
How to Switch to a Proactive Recruiting Process
Even the biggest companies have had to transition to a proactive recruiting process incrementally. The best first step is to start telling employee experience stories.
Contact me for a meeting to talk about making this happen.