It should be evident to anybody who is attempting to hire in the midst of current conditions that we’re in a candidates’ market.
Top candidates are simply more difficult to not only find, but they’re also more difficult to successfully recruit and hire. That’s why a different mindset and a different approach is needed by employers if they want to enjoy more consistent hiring success.
For the purposes of simplicity, hiring approaches can be divided roughly into two categories:
Here are the Webster’s Dictionary definitions of both of these terms as they apply to our discussion within this blog post:
Proactive—Acting in anticipation of future problems, needs, or changes
Reactive—Of, relating to, or marked by reaction or reactance
Can you see the difference? The definition of proactive says it all: acting in anticipation of future problems, needs, or changes. Think about your organization’s hiring practices for a moment. Would you consider them to be proactive or reactive? Then ask yourself what kind of candidates you’re attracting with the approach. Are they the candidates you really want to hire? Or are they B-level or C-level candidates?
Then consider the following:
- The top candidates in the marketplace are already employed, and they’re more than likely dealing with a large workload at their current employer. As a result, they have no time to conduct a job search.
- In addition, these candidates are probably being treated rather well at their current employer. After all, they’re among the organization’s top employees. So not only do they not have the time to conduct a job search, but they also don’t have the desire, either.
- Even in the unlikely event that one of these candidates sees an online job posting, chances are good that the posting will NOT compel them to respond. After all, these candidates have to be “sold” on the opportunity. They’re just not going to jump at every shiny new job posting that comes along.
So which approach to you think is necessary to hire top passive candidates in this market? The proactive approach or the reactive approach?
The reactive approach is really the “wait and see approach,” as in “Let’s wait and see who applies for the position online.” Or “Let’s wait and see what happens first before we take some action to find the candidates we want.” The problem with that is while you’re “waiting and seeing,” your competition is not. They’re taking the steps necessary to find the candidates they want to hire and then aggressively recruiting those candidates for their open positions.
This is why employers MUST be proactive in this current market. If they’re not proactive, then they simply won’t hire the caliber of candidates that they want to hire. They certainly won’t be able to do it on a consistent basis.
This is where partnering with an experienced search consultant can help your organization. It can give you the edge you need over your competition. An experienced search firm specializes in the identification, qualification, and recruitment of top passive candidates. They take a proactive approach and aggressively recruit. This is helpful for those hiring authorities who don’t have the time or the resources to do so.
Partnering with the right search consultant can make all the difference when it comes to which candidates you attract. And ultimately, which ones you’re able to hire.
If you’re looking to hire exceptional candidates, then we invite you to connect with our team today and see what The Doepker Group can do for your organization.
We also invite you to click HERE to find out even more about the many services that we offer to employers.