Lori's Blog

Why You Need to Change Your Reactive Recruiting Strategy

ball moving in response to force

If you have been involved with hiring for your company, you probably know how this scene plays out. You have a position to fill so you post the job. Applicants come in and you screen the candidates for a shortlist, and so on. You end up with a hire that may or may not be a good fit. Time will tell, and hopefully you don’t find yourself filling the same job a few months or even a year or two down the road.

This recruiting model can be described as reactive because the hiring activity doesn’t take place until there’s a looming need. It relies on there being a good source of candidates that will see and respond to the posting, even though we’re in a low unemployment economy. It assumes that the candidates are going to be interested enough in the job and your company to actually fill out your application when in fact, 74% of candidates are going to stop partway through the process and won’t even submit an application. (Glassdoor 2016)

Reactive Recruiting Stalls Your Business Success

Reactive recruiting puts undue pressure on your recruiting team to bring good candidates to the hiring manager in a short amount of time. What often happens is that positions remain open for weeks or even months at a time, putting stress on the workloads of existing employees and limiting the company’s capacity. It might seem like just-in-time hiring like this would save money but reality is that it costs more than you think and it might be stalling your business success.

Reactive Recruiting Doesn’t Build Relationships

There’s another reason why reactive recruiting doesn’t work anymore. Technology. Rather, how human behavior has changed because of technology. Because we routinely go about making decisions by seeking solutions and answering our own questions, we’re actively trying to build relationships with the companies with whom we want to interact. That’s just as true for the behavior we use when looking for a job as it is for shopping for a new home appliance.

That means that your job description is not going to be the best place to start a relationship. It also means that you’re going to miss the people who could very likely be your best fit hires, those who are not actively looking for a job today.

Proactive Recruiting Attracts and Nurtures

A proactive approach to recruiting is an “always be hiring” mindset. When you’re proactive, you’re attracting potential candidates before you have a position to fill, and often before that person thinks about changing jobs. Proactive recruiting allows you to build relationships with people by answering their questions and letting them get to know you so that when it comes time to apply, they trust that you are exactly who you say you are.

Start With An Invitation

The road to a proactive recruiting strategy starts with developing a content strategy that allows you to start telling the stories that give people a window into your organization. It also includes an invitation and a reason for people to keep in touch with you so that you can nurture the relationship.

Want to know what the first step is to adopt a proactive approach to recruiting? You need to change your message and I can teach you how to do that in my online course - Better Message. Better Talent Pool.

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