Plan Now, Win Later: How Proactive Hiring Sets You Up for Success
Proactive hiring enables you to fill a role regardless of the job market. Building a controlled, strategic hiring process supports better candidate outcomes.
Identifying and engaging with candidates before a role opens up helps minimize vacancies. An active pipeline of vetted candidates enables you to fill roles with qualified candidates likely to remain long-term.
What Is Proactive Hiring?
Proactive hiring involves acquiring talent based on future goals and expectations. Then, you have adequate time to source employees and train for specific roles.
Understanding which departments are projected to grow and which teams anticipate increased workloads helps map long-term expectations. Nurturing candidate relationships, building interest in relevant job opportunities, and providing a positive candidate experience strengthen teams.
Benefits of Proactive Hiring
Proactive hiring provides the following benefits:
- Faster time-to-hire. Proactively sourcing, vetting, and engaging candidates helps you hire, onboard, and train them when needed.
- Improved interviewing. Building candidate relationships encourages interest in roles before they become available. Candidates are likely to complete the interview process and accept job offers.
- Cultural fit. A comprehensive picture of a candidate’s values, beliefs, and personality indicates their ability to blend with the culture and remain long-term.
- Diverse candidate pool. Connecting with more candidates supports sourcing the best talent and finding the best fit.
- Employee retention. Having candidates ready to fill job openings supports teams. Strengthening retention lowers hiring, onboarding, and training costs.
Phases of Proactive Hiring
Proactive hiring consists of six phases:
- Identifying qualities of ideal candidates. A manager who oversees the role and employees who work in similar positions can help determine the skills, competencies, and personality traits required for success. Gathering this information helps create a candidate profile.
- Sourcing candidates. Discuss with managers which employees could be transferred into a role. Review the database of previous candidates to determine which have the required skills and experience. Join relevant online communities to build relationships with potential hires. Create a talent portal for candidates to submit their resumes and potentially be contacted to learn more.
- Engaging with candidates. Connect with candidates through a direct message or email. After introducing yourself, mention something about their profile that stands out. Then, introduce your company, and ask what the candidate is looking for in their next role. Offer to provide details about a job opportunity in a future message, email, or phone call.
- Nurturing candidate relationships. Regularly engage with candidates to keep them interested in your company and the roles. Consider interacting through LinkedIn, emailing information on company achievements, or checking in to offer further details. Share information without overwhelming the candidates.
- Attract candidates to roles. Share business information, reports, and employer reviews on the company website. Include employee stories, videos, and graphics to strengthen engagement. Offer Q&As and polls on social media to promote interactions. Send direct messages notifying candidates when roles become available.
- Convert candidates to applicants. Encourage top candidates to apply to relevant roles. Openly communicate and provide transparency throughout the hiring process. If a candidate is not right for the role, keep them in mind for future positions. Providing a positive candidate experience encourages favorable employer reviews and recommendations.
Implement Proactive Hiring
PrideStaff uses proactive hiring strategies, robust candidate databases, and nationwide resources to quickly and cost-effectively deliver qualified candidates. Contact your local PrideStaff office to discuss your hiring needs today!
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