In this day and age, recruiting is much more than just informing about vacant positions and expecting everything to come together. Attracting talent requires more effort. That’s where proactive recruitment comes into play.
According to the iCIMS study, 67% of employed adults judge the job opportunity based on their experience with recruiters during application and interview stages. This factor makes proactivity a rather important element of the hiring effort.
This article will explain why the proactive approach matters and how recruiting agencies make proactive recruitment extra beneficial.
What is Proactive Recruitment?
Proactive recruiting is a set of techniques that help identify and address the hiring needs before affecting the business process. It involves such operations as talent planning, candidate engagement, and employer branding.
Usually, proactive recruitment concentrates on preparing for the recruitment needs that emerge in a particular well-rounded scenario.
The goal: to avoid costly hiring mistakes and increase the efficiency of the hiring effort.
- The company’s development team is scaling up to maintain its production capacity.
- Or there’s a new project coming, and it will require building a team from the ground up.
- Or the company is changing its direction and new specialists to drive changes. The list goes on.
In other words, proactive recruitment is all about understanding cause and effect patterns of the business operation and having a preemptive solution.
Proactive recruiting is the opposite of reactive recruiting, which is all about mitigating the effects of emerging recruiting needs on the business process.
Because of this, a proactive approach to make the most out of collaboration with recruiting agencies.
Why Recruiting Agencies and Proactive Recruitment is an Effective Combination?
Preemption of consequences is one of the defining characteristics of the proactive approach. This aspect creates a perfect environment for collaborations with recruiting agencies.
- Because of the work specifics, recruiting agencies maintain a high brand presence on a variety of platforms.
- In addition to that, they already have an established network of contacts that significantly increases the workflow’s pace.
- On the other hand, recruiting agencies develop mutual trust with their talent pool and establish credibility. This aspect may come in handy when it comes to handling niche positions.
- Constant market research. By design, recruiting agencies always keep their market intelligence up to date. That’s what makes them competitive. They know current market trends and can help with adjusting the company’s value proposition accordingly.
- Because of that, recruiting agencies can maintain a very deep and diverse talent pool that can address hiring needs.
- The internal recruiting team is often limited to its core domain. On the other hand, recruiting agencies work with different industries (like fintech, ad tech, healthcare, etc.).
- This approach results in considerable diversity regarding domain specialists with candidates. For instance, there are more chances of finding candidates with cross-domain expertise to bring a fresh perspective on board.
- Another thing stemming from recruiting agency’s extensive market research is the ability to adjust the correlation between the company’s needs and what the labor market has to offer.
- As a result, overall performance is more efficient both in terms of spending and time investments.
Now let’s take a closer look at what proactive recruiting brings to the table.
How proactive recruitment benefits business operations?
1 Effective Cost-per-hire and Time-to-hire
In one way or another, every hiring workflow strives towards cost-effective recruiting. It is easy to understand why. As with other business domains – you expect reasonable spending to accomplish goals. Otherwise, the effort is not worth it.
In the context of IT recruiting, the most common metrics for that are cost-per-hire and time-per-hire.
- cost-per-hire – hiring process costs include several critical elements – such as recruiter’s salaries, operational fees, commissions, etc. (click here, if you want to know more about recruiting costs)
- time-per-hire – time investments required to get the job done. This metric includes the time needed to elicit the position requirements, write it into a text, source, screen, interview candidates, and ultimately hire or reject candidates.
Both metrics are interconnected. The longer it takes to close a position – the higher is its costs.
Here’s how a proactive recruitment approach with recruiting agencies makes both metrics more efficient:
- The proactive approach contributes to forward-thinking research of the company’s needs and what the labor market has to offer. This aspect means more effective use of research software and recruiter’s time.
- As a result, recruiters have the market mapped out in the context of the company’s needs and goals. So when the need arises, there is already a shorthand to a solution.
- The eventual requirement elicitation for the position takes less time when the hiring needs research is done beforehand.
- Instead of gathering intel from the ground up – the recruiter only needs to adjust it to the current needs.
- Thus, there is an established framework of templates that help with composing recruiting copywriting.
- On the other hand, recruiters already know which candidates may fit the role. In addition to that, they are aware of which candidates are available at the moment. As a result, recruiters can fill the open position much quicker;
2 Prospect Engagement Long Game
Establishing the connections that eventually contribute to the solution is one of the aspects of proactive recruitment. But what happens next?
In the case of recruiting, it is about:
- ironing out the ideal candidate profile with a definitive set of features;
- exploring the needs of the segment;
- comparing it to the company’s employee value proposition.
That’s where the benefits of cooperating with recruiting agencies shine the most, as they can fully concentrate on handling prospects.
Overall, the pipeline of the so-called “prospect engagement long game” looks something like this:
- Reaching out to relevant candidates (i.e., target audience) based on ideal candidate profiles;
- Engaging with the target segment through relevant content. A good way of doing it is by getting involved in niche communities.
- Nurturing prospects. Similarly to the sales process, it is essential to maintain the target segment’s interest over time – a need for continuity of the relationship. Continuing the previous example: posting relevant third-party content mixed with discussions and practical advice.
- Attracting prospects is the result of continuous presence in the prospect’s information field.
- Here’s how it works, the company is at the top of the job seeker’s mind. When he starts looking for a job, he’ll likely check out what you have to offer.
- Converting job seeker into a candidate and eventually into a hire. That’s where candidate experience kicks in and finishes the job.
3 Proactive recruitment perpetuates a diverse talent pool
The other benefit of continuous engagement with various target segments is that you have a chance to develop a deep and diverse talent pool.
- Standard recruiting operation is a formal transactional. A purely formal approach results in an exchange of information and proceeding through the procedure.
- In contrast, proactive recruiting is all about establishing a connection and maintaining it.
Having a diverse and deep talent pool is very important from the strategic point of view.
In practice, proactive recruitment involves the following actions:
- identifying specialists with relevant skills and experience;
- establishing the relationships with the prospective candidates;
- keeping an eye on their current employment status and future availability;
A proactive approach contributes to various aspects of the recruiter’s talent pool. It serves multiple purposes – starting from having shorthand relationships with various tech specialists, whether they are prospects or consultants.
In one way or another, this process always veers on the “just in case” notion.
- You never know what kind of specialist you might need next time, but you are aware of possibilities because of the proactive approach – so you know who to ask.
- What is more important, when the opportunity knocks, you know who might be interested in the vacant position.
4 Proactive recruitment contributes to Brand Visibility
One of the side-effects of proactive recruiting is lots of external activity. For the most part – it is valuable and engaging content that contributes to brand visibility and establishes its credibility for the target segment.
As a result, such content turns proactive recruitment effort into a facet of employer branding (employee value proposition in particular).
- In addition to communicating its central message, i.e., open position, this approach implies EVP to the target audience.
- Usually, the underlying message reinforces the impression that the company cares about its employees and invests in their development.
Such content can be things like:
- job postings;
- discussions or polls;
- other segmented attention-grabbing content.
In addition to that, this activity reinforces the recruiter’s personal brand and helps with maintaining a credible and trustworthy reputation among its target audience. (This aspect is something of an ace in the hole for recruiting agencies).
When fully implemented, proactive recruitment leads to a far more cost-effective recruitment workflow that generates value in multiple directions. A collaboration with the recruiting agency brings it to another level – turning hiring effort into a faster, more diverse, and in-depth operation that it was before.
If you want to implement proactive recruiting in your team or looking for a partner to handle some of your hiring needs – our consultants can help you.