5 Proactive Recruitment Strategies To Hire the Best Talent
August 20, 2020
Proactive recruitment is the process of identifying and engaging high quality candidates before there is an available role. When the position becomes available, you have a prioritized list of qualified candidates who can fill the role quickly.
Proactive recruitment focuses on attracting, sourcing and engaging candidates even before there is a hiring demand.
Proactive recruitment has the following benefits:
The role of proactive recruiters is similar to that of marketeers/ sales people because it is focused on building relationships and closing when the time is right.
Recruitment in companies is typically of two forms: proactive or reactive.
Reactive recruitment focuses on the here and now, where the recruitment team reacts to the companies requirements by starting to hunt for candidates either due to an employee leaving or the creation of a new position. There is no anticipation of requirements in advance, as the team is always focused on the needs of today (or yesterday).
Depending on the nature of open roles, it often makes sense for recruiters to adopt a proactive recruitment strategy, and stay on top of the business's hiring needs. That way, when a position becomes available there is a pipeline of pre-screened candidates who can fill the role.
Companies that adopt a proactive strategy often keep their application open year long, or have open applications with no fixed requirements so they always have a pool of candidates in their database that they can tap into, as soon as there is a requirement.
The first phase is to look for candidates who have the potential to be hired in the company. You want to start with developing an understanding of the talent requirements at your company and creating the ideal candidate persona based on your conversations with the hiring managers. Once you've narrowed it down to the type of candidates you are looking for, you want to start your search with job boards, internal databases, recruitment agencies, social media, communities etc.
Once we've found someone who we think might be a good fit, we need to engage them. Remember that at this point, they probably do not know that your company exists and very likely have no interest in joining. So you do not want to drive them away with recruiter spam. You want to send a well thought out, personalized message about what the company does and why you think they might be a good fit.
As a proactive recruiter, your role is very similar to that of a salesperson. Just like salespeople nurture their relationships with potential customers, you need to nurture your relationships with potential employees. This makes sure that when they are considering a job switch, you are top of mind. Automation tools like recruitment CRMs can help you share interesting content with occasional but well-timed emails.
If you've laid the foundations right with the first 3 steps, the next step is to attract the candidates who have a high chance of converting. At this stage, you can send them information regarding the open roles in your company with a personalized pitch, and capture their interest for the role.
Hopefully you've done everything right, and some of the candidates in your pool have shown interest by applying to open roles. At this stage, your typical interview process kicks in, but make sure to maintain a close relationship and provide a delightful candidate experience. It is important to maintain open communication with them at every step of the recruitment process, and keep the relationship alive even if they get rejected. Having access to a talent pool that is engaged is a crucial step to stay ahead in the competition for top talent.
Hiring is an art more than a science, but having a long term vision for talent brand and a proactive recruitment strategy can help companies stay competitive in today's candidate focused market. With the recruitment tools of today, companies can offer a personalized candidate experience while reducing time to hire.
Deepti is a co-founder at Adaface. Her online persona is extroverted, but in real life she is terribly introverted and you can startle her just by calling out her name.