3 Reasons Why You Need To Be A Proactive Recruiter

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By Team Learning Minds

Gone are the painstakingly long days of hiring due to the loss of an employee or when big projects are launched. This Reactionary and here-and-now approach to recruitment is limited to filling up a vacancy on immediate basis, with little anticipation of future needs and analysis of its impact in the long run. Even though some companies still make use of this approach, it is crucial to understand that such an approach can lead to overworked employees, hiring of unfit employees and great turnover costs.

The current day and age requires an improved and hands-on tactic of recruiting and selecting employees. This requirement is fulfilled by the Proactive Recruitment Approach. This course of action is based upon engaging potential job candidates before a demand is generated for them. This is done through thorough scrutinization of all departments’ growth prospects and employees that may leave or have to be let go. This prepares companies to deal with employee turnover promptly and ensure that the channel of recruitment is always up and running.

Moving from a Reactive Approach to a Proactive Approach on recruitment can be difficult for companies to execute. However, it is extremely valuable when applied, and these 3 benefits can help companies stay focused on this transition.

  • Hiring Time Decreases

Proactive Recruitment is essentially known for decreasing the time it takes to find employees who possess the necessary skills and expertise, and who fit in with the company. Managers can afford to be picky when it comes to selecting candidates. This reduces the cost that is incurred while searching for these potential candidates. There is no need to post ads online and in newspapers repeatedly. Moreover, these candidates can be reviewed comfortably without the looming stress of filling an important position.

  • Know Where You Stand

Vigorously searching and evaluating potential candidates from the market helps managers evaluate the impact of their company on these candidates. They will be able to identify what these new hires value and what attracts them towards the position and company. Managers can redesign and alter their recruitment strategies, ads and selling points in order to stay relevant, engaging and at the top for recruiting new talent.

  • Employee Retention

When employees are aware of the new recruiting strategy, they will work harder and more efficiently to stay in managers’ good books and hold on to their positions. The fear of being replaced comfortably instill discomfort in the minds of the current employees and motivates them to take on challenging work, stay energized and productively accomplish goals.

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