Publishing employment posting and crossing your fingers isn’t the simplest strategy to draw in the proper talent.
The same goes for filling in skills gaps only after things at your organization start to be critical. That’s why you would like to possess proactive recruitment strategies in situ. And once you consider that 67% of employed American adults would change their mind a few jobs supported their candidate experience, your recruitment strategy must be working for your candidates the maximum amount because it is for you.
When it involves finding new staff, there are two ways of filling roles as they are available: proactive and reactive recruitment. Creating a proactive recruiting strategy will help you in creating a doorway to controlling and improving your candidate’s experience and attracting great talent.
What is Proactive Recruitment?
Proactive recruitment is singling out the best employees for roles within your organization that aren’t available yet. It’s picking out ideal employees before demand.
Reactive recruitment is finding new employees for the roles that have just opened. Proactive recruitment is focussed on sourcing, engaging, and attracting candidates before hiring demand. With the ever-increasing time to rent and price per hire, it is sensible for recruiters to interact with their candidates proactively and stay before the hiring demands.
Unlike reactive recruiting, proactive recruiting doesn’t depend upon candidates applying for an edge after it’s open. Instead, proactive recruitment focuses on identifying talent before its demand, establishing contact, nurturing relationships, and ultimately making the candidate curious about an open opportunity.
Proactive recruiters are far more like marketers and/or salespeople and have a tendency to treat their candidates as customers. Candidates once sourced enter into your sales funnel or rather a series of stages ultimately leading to the candidate working for your company.
Proactive recruitment may be a strategy that focuses on sourcing, engaging, and attracting candidates before hiring demand.
Unlike reactive recruiting, which relies on candidates applying for an edge once it’s open, proactive recruitment searches for the proper people before you would like them. Once the candidates are searched and found, proactive recruitment then differs from reactive recruiting by reaching out and establishing contact with candidates, building relationships with them, and creating interest around your employment opportunities.
To be ready to start recruiting proactively, you initially got to have a recruitment plan that ties in together with your strategic workforce planning.
The different phrases of proactive recruitment are as follows:
Phase 1: Find
The first phase of proactive recruitment relies on reaching bent candidates whom you are feeling are likely to become candidates and long-term, engaged employees at your company. Simply put, you don’t want to be reaching bent everyone.
This requires you to lecture your current team, especially your recruiters or hiring managers, to make a perfect candidate profile per role or department. Doing so not only helps you cut down what sort of candidate you’re trying to find but saves you plenty of sourcing time.
The best thanks to finding candidates that match your ideal profile is by utilizing social platforms, your own candidate database, events, and relevant communities (but we’ll get into all of this a touch later).
Phase 2: Engage
Remember, hiring the proper talent may be a street. Proactive recruiting relies on you for creating a level of interest in your ideal candidate once you’ve found them.
It’s crucial to recollect that while you’ll have found someone who matches your ideal candidate profile, they’re not you’re candidate yet. Engaging a candidate should be done by sending them a customized, crafted message about what your company is about, and starting a conversation with them about what they’re trying to find during a job role.
Phase 3: Nurture
Nurturing a candidate may be a crucial part of any proactive recruitment strategy, and it should be viewed in a similar thanks to how sales reps nurture their prospects.
Not only does nurturing candidate relationships help keep candidates curious about what’s happening in both camps, but it also can help keep your company at the highest of a job-seekers mind if they start to seem for a career change. Small steps, like keeping in-tuned via emails, content, and social media, can really strengthen relationships with candidates.
Phase 4: Attract
As a recruiter, by step four, you’ve already laid the foundations for attracting the proper prospective candidates to your company. The attraction stage relies on engaging with candidates who are further down your recruitment funnel who have a better chance of taking an open position at your company.
With modern-day recruitment tech, this has subsided of a headache than it had been within the past. for instance, recruiters can now automatically send emails crammed with relevant content that encourages people who are able to apply for open positions using the proper tech, for instance, a candidate relationship management tool.
Phase 5: Convert
Once a prospective candidate applies, it’s up to you to form sure the experience together with your company not only meets but exceeds their expectations.
Again, using recruiting software, recruiters can now keep an applicant within the loop about the progress in their recruitment process automatically, for instance, by triggering automated actions that supported a candidate’s status.
Keeping your candidates within the loop is crucial for a few reasons. If they don’t get the position, you continue to want your company to be seen in a favorable light. Plus, word-of-mouth may be a huge thing about attracting the proper talent. If a candidate has good application experience together with your company, they’re more likely to spread the word in their professional circle.