Proactive Recruiting
Over the years, one of the biggest challenges Hire Velocity has faced is communicating the importance of proactive recruiting to our clients. A large majority of US companies approach recruiting from a much more reactive standpoint. For example, many companies fail to build the relationships and talent pipelines they should be building, when hiring is down. Instead, many companies wait until five electrical engineers are needed, and they post jobs expecting to get the five best electrical engineers out there. Although this approach does work occasionally, we have come to find that the best talent is acquired through continuous proactive recruiting. Creating a talent pipeline can enable your company to pick from the best available prospects when the time comes. Generally, companies may view proactive recruiting as the more expensive approach, but the cost of reactive recruiting can reach similar heights while necessarily bringing back the quality talent you’re looking for in a timely manner.
Instead, find a recruiting partner that can build relationships with prospective applicants and passive candidates in order to streamline the hiring process. The University of Illinois at Chicago did a study on proactive recruiting particularly pertaining to finding qualified female candidates. In two different job searches for the same position, proactive recruiting nearly doubled the number of qualified applicants and showed a huge increase in the number of female applicants. Proactive recruiting was defined as an aggressive search for talent rather than a simple job post.
In recent years, Technology has eased the pains of creating an effective proactive recruiting process. Applicant tracking systems such as Silk Road’s Open Hire, iCims, and Taleo, (for example) have enabled companies to build robust talent pools and ease the process of finding qualified passive candidates. Leveraging the right technologies can create the infrastructure and foundation needed to lower your recruiting costs and enhance your recruiting process. Thus, it’s essential to look past the “reactive” recruiting methods such as job postings, and create a proactive recruiting process that will build a much more qualified talent pool.
Finally, remember that it is always a good practice to continuously promote your brand from a recruiting perspective. Your career site is the door to your company and should display the goals, values and culture of your company. Once you do proactively get the candidate to your front door, make sure you leave a great impression!
Byron West
President
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The Importance of Diversity Recruiting
Most American companies view recruiting diversity as a burden for business, unrelated to the idea of having diversity in the workplace but rather the hassle associated with finding diversity candidates. It’s no secret that diversity recruiting is not a common result of the standard recruiting process. Many companies find that diversity candidates are not resembled in the majority of resumes on Monster, Careerbuilder, and other large job sites. However, there are overwhelming benefits to integrating a diversity of cultures in the office. Several companies have found first hand that the diversity of culture has led to several new ideas that have increased efficiency or led to new products.
Take the Frito Lay organization for example, their desire to recruit diverse candidates led to their product Doritos. Increasing diversity in the workplace will also increase creativity. Not all problems can be answered with one solution; other cultures can bring new ideas, which a homogeneous culture might not stimulate. Therefore, diverse recruiting strategies will bring benefits to the workplace, which are always worth pursuing.
Additionally, in an examination of common western culture in comparison to eastern culture, one noticeable difference is the view of relationship management. Eastern cultures rely on strong relationships between whom they work with. As a result, many customers of companies in the Far East have strong relationships with those they work with. Recruiting diversity more specifically from Asian countries can create stronger relationships with customers and strengthen the ties between those you work with. One downside to diversity in the workplace can be barriers in communication, however those barriers subside over time leaving the benefits of recruiting diversity.
Byron West
President
Your trusted HIRING PARTNER
Let us help you HIRE the BEST, FASTER and PAY LESS