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Proactive Vs. Reactive Recruitment

Most companies start looking for candidates only when a position becomes suddenly vacant. This lack of foresight creates an emergency: the position must now be filled ASAP.

The urgency leads to either rushing the recruitment process and making mistakes in the choice of candidates, or losing money since finding a worthy replacement usually takes months and the key position will remain vacant meanwhile.

Could this be avoided? Yes. Here are a few solutions:

• Communicate with your employees; gauge their happiness level, and ensure any areas of concern are being addressed.

• Keep a recruitment partner on retainer feeding you a steady flow of qualified resumes each month, especially for positions frequently in demand (e.g. in Sales and Engineering). This will create a strong pipeline that can be tapped in short order. This resume pool will be available at all times, both for replacement and for growth purposes.

• Have a strong recruitment strategy and process in place, ready to be implemented. This may happen through a trusted and vetted recruitment partner with pre-negotiated terms, ready to be engaged… or through an internal process such as email blast network, LinkedIn message hot prospects, posting ads on careers page, etc.

Do you need advice and assistance with your strategy? Give us a call.