Why the best companies are always recruiting


As any recruiter will tell you, an often heard phrase from clients is “We’re not recruiting at the minute” or even more bizarre still “we don’t recruit”.

In fact, according to a survey from CareerBuilder, only 38% of employers have a pro-active recruitment strategy. Recruitment Grapevine spoke to Nick Peacock, owner and Managing Director of Ascendant Recruitment, a recruitment agency serving Milton Keynes and Northamptonshire, about the importance of having a pro-active hiring policy.

“When I speak to smaller companies and ask them about their recruitment strategy they believe they are too small to be pro-active.  If you think you’re too big, too small or too medium sized to recruit pro-actively think again!

Pro-active recruiting is more mind set than anything else.  It’s the adoption of the belief that you could always improve your team and be even more ready to fulfil your next piece of new business.  Once you have this mind set you’ll enjoy accepting speculative CVs and meeting people who could be an asset to your business.  Furthermore once you have adopted this mind set you will always be looking – and it’s surprising where great people pop up when you’re always looking.

So what’s the point of interviewing someone when you don’t have a role available, especially if you work for a small company? Answer:  in a recent CBI survey it was revealed that the single biggest obstacle to UK businesses growing was their inability to find good people when they needed them. 

Ask yourself how many of your current team are 10/10?  How much would your current business suffer if a key employee left or fell ill today?  A more exciting question to ask yourself is, what could you increase your turnover by if you could locate three more superstars.  Imagining your business with an extra £50,000 on its bottom line has sometimes been enough to convince my clients that they could (and possibly should) be more pro-active in their recruitment process.

In practical terms pro-active companies also benefit from fulfilling their vacancies more quickly, reducing the impact on other team members, and vastly reducing the possibility of the all too common “panic” recruit – a dreaded beast who appears when a hiring manager gets desperate!

So how do you become pro-active?  Here are some tips for building your pipeline of talented candidates in your war for talent in 2015:

Feature job descriptions on your website: Advertise, on your website, the roles you typically recruit. Use appropriate language and imagery to try and convey the type of environment a future employee could expect to work in – and whenever possible highlight your current superstars who are currently flying through your company. This type of imagery will motivate fellow superstars currently working for your competition to become increasingly interested in working for your organisation.

Build your social networks: To complement any jobs you post on job boards, make sure you are active on professional networks such as LinkedIn. Connect with people who do similar roles in other organisations to the types of roles you recruit for. Try and make the effort to join relevant groups and take part in group discussions. You never know where this will lead!

Never stop looking: Remember, talent and expertise comes in many forms. Some positions do need University graduates but some positons will be best filled with graduates from the University of Life! The cashier who serves you at your local bank, the person behind the tills at your local supermarket… your next star employee could be anywhere! If you view each and every encounter as an opportunity to meet your next Superstar you’ll suddenly start viewing the world very differently and I guarantee that you’ll meet people who will go on to become great employees.

Know your competition: Do you know the superstars who are currently working for your competition?  If not, you should!  They could be the people standing in between you and the growth of your company.  Tracking your competitor’s employees is a must – it’s what football teams do, it’s what the best companies in the World do, and it may be what your competition is doing?!

Set targets: If you set targets of how many potential candidates your company should meet each month, you’ll make sure that you’re always adding to your talent pool. You may not need anyone right now but you’ll be starting a dialogue and opening new doors for the future - which I hope I persuaded you will be a lot more profitable if you’ve talent banked your next group of future superstars.

Whatever situation your business is currently in, at some point you will need to recruit a new member of the team. You can’t be sure where you will find your next employee but you can be sure you won’t find them unless you are looking! By taking control of your recruitment process and making it a pro-active process (instead of a reactive process) by regularly interviewing potential recruits, you will take a giant step towards securing the future success of your business.”

Image courtesy of Flickr user flazingo photos

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