Why You Should Always Be Recruiting

Here’s what we don’t mean by “always be recruiting.”

We are not advocating recruiting and hiring without regard for your business’s budget. While we believe strongly that excellent employees make an excellent business, we aren’t trying to convince you to tank your business by ignoring wise financial practices.

We are also not talking about dishonest business practices, like keeping candidates holding on with empty promises of possible positions that are always just around the corner. Teasing candidates with less-than-upfront communication will only earn your company a bad reputation.

Here’s what we do mean.

You should always be making the most of your recruiting efforts by creating an environment in which employees can do great work, by letting potential candidates know that you have created an environment in which employees can do great work, and by networking effectively with potential candidates – active and passive.

These efforts speed along the hiring process and ensure that your company doesn’t have to start cold with any hire. Companies with big-picture recruitment goals can avoid the panic of needing new employees immediately but being unable to take the time to recruit, train, and maintain employees once they arrive. No panic means no compromise, no last-minute hiring that forces a company to disregard its standards due to time constraints.

Create an employee-friendly environment.

This does three big things for you. It promotes employee satisfaction, leading to better employee performance, decreased employee turnover, and increased employee referrals and other informal advertising by current employees within their social circles.

This can have a powerful influence on your hiring efforts, even increasing your attraction over passive candidates who may have work but would move for a company who placed more value on their employees’ well-being.

Making big changes in a work environment doesn’t happen overnight. This is a big-picture goal, a topic to discuss with your leadership and implement more and more as time goes on.

Maybe you need to improve communication between levels of employees, maybe you need to consider an updated benefits package, maybe you need to discuss private versus collaborative workspaces, maybe your company needs to work on its policies concerning internal promotions and employee-growth incentives; this is an area to regularly evaluate.

Market your employee-friendly environment.

Once you’ve put in the effort to improve the culture within your company, encourage your current employees to spread the word. Make time to follow up, responding to their suggestions for improvement and candidate referrals. This advertising is not only free, but potent, as the word of a current employee can either fortify or dismantle a business’s marketing efforts.

Promote your excellent work environment, including it in social media campaigning and job advertisements. New research on the Millennial and Gen Z generations in the workplace almost always includes some mention of work environment and its importance. Potential employees want a taste of what it would be like to work for a company, and companies have more creative marketing tools than ever before at their disposal.

Follow up with potential candidates – active and passive.

“Talent pipelining” can be misunderstood. Some think of it negatively, associating pipelining with either copious amounts of work (babysitting potential candidates with endless phone calls and coffee dates) or dishonest candidate communication (keeping candidates available by making disingenuous promises about opportunities you have for them).

When used in a positive light, pipelining is one facet of great networking. Networking takes time, but does not have to be all-consuming or dishonest. It’s often as simple as keeping track of names and numbers for new business acquaintances, taking a few minutes each week to call and check in with active or passive candidates, and returning phone calls and emails in a timely fashion. It’s good business practice and another great way to ensure that your company is not left high and dry when a position opens up. Chances are, if you are networking well, you will often have a list of leads to follow when a need arises.

Recruitment agencies are networking experts and can be called upon to consult on hiring and networking practices or to provide candidates if you need networking with an extended reach.
You should always be recruiting, strengthening your business by preparing for inevitable personnel changes. Proactive recruiting prevents job openings from throwing a company into crisis mode, allowing you to keep your business functioning at a consistently high standard, no matter the hiring circumstances.  

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