Smart small and medium-size employers should always be recruiting.



Small and medium-size employers should always be recruiting. Top career experts say employers should always be actively looking for new employees. Even if your organization doesn’t have a job opening right now, actively seeking out and engaging relevant candidates can lead to faster fill times when a new position opens up. Plus, it’s important to always be marketing and communicating the importance of recruiting to the entire organization.

Here are three reasons why small and medium-size employers should always be recruiting.

Predicting turnover is nearly impossible especially for small and medium-size employers. Managers are busy maintaining the day to day business. Executives is focused on solving a myriad of strategic challenges. For many SMB employers, employee engagement is an afterthought at best. This means that from time to time, employers are surprised by unplanned attrition. As such, a requirement can open up any time, even when hiring is slow. Smart employers that are always recruiting are better prepared to engage top candidates before a need even arises. Constant recruiting cycles help employers prepare for surprises.

We’ve written about HR and corporate recruiters as the “new marketers” in the past. With unemployment at less than 6%, it’s never been more important to create an employment brand and hiring culture. 
This starts with empowering everyone in the organization to be an employment brand ambassador. In other words, HR and recruitment practitioners need to make sure that everyone in the organization has the ability to concisely communicate the corporate story. This is an on-going project. Recruiting leaders need to be consistent about reinforcing the importance of recruiting and hiring even when there is no open headcount.

Resumes and applicant profiles are the currency of recruiting. Having a database of potential candidates is the key to moving hiring from purely reactive to proactive. Build a talent pool and specific pipelines of skill sets that you will likely need in the future. Some employers may even want to collect profiles of potential applicants from competitors or nearby employers that hire for similar types of employees. Use your applicant tracking system to organize and store future applicants so everyone has access to talent pipelines.

To learn more about how you can leverage applicant tracking systems to “always be recruiting”, contact a hiring software specialist at Newton today.


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