Think of the new year as an opportunity to ditch reactive recruiting behaviors and start planning ahead as much as possible to ensure a steady transition for new hires and scalable, big-picture growth for your company.
MEASURE OUTBOUND ACTIVITY
To be more proactive, consider adopting some outbound focused metrics from your sales and marketing team. Marketing teams, for example, measure a great deal of outbound actions taken by their audience. These metrics usually prioritize relationship building, like social shares, product trials, or introductory calls.
PROMOTE EMPLOYER BRAND
Companies with a questionable, poor reputation end up spending at least 10% more per hire. Salaries can only do so much to make up for a poor employer brand, with nearly half of all participants in this Harvard Business Review study saying that they would still rule out a company with a poor reputation.
BUILD YOUR NETWORK
Attending job fairs, networking events, and joining relevant and active social media groups is actually the first step in creating a talent pipeline. The most effective talent pipelines are ongoing, complete with strategic conversations with prospects that have in demand skills that could fill critical roles in the future. Maintain authentic contact with talent that could mix up or fill gaps, and organize them into specific pools for access as opportunities arise.
How are you working to be less reactive in your recruiting?