Where's the fire? Recruiting doesn't have to be reactive

April 13, 2021

We know we’re not alone when we say we hate ad-hoc recruiting. We’ve all been in the situation where the need for a new person was yesterday... and you’re expected to have candidates lying around like dirty laundry. Just pick the right person! Or even if you’re only starting the process now, you’ll surely have perfect new hires ready to start next week. 

Sound familiar?

Based on our experience, companies face several recurring problems with an ad-hoc approach to recruiting:

  1. There’s no time for preparations or proper role definition - a general need for more people rarely helps solve the real issues.
  2. When the profile is not clear, you receive more irrelevant applications or contact people with the wrong skill set. This is just a waste of time. 
  3. When there’s a hurry to fill the role, you make more mistakes. Rushed recruiters forget to inform candidates on what’s going on, don’t prepare for interviews... No one skips these steps on purpose.
  4. You give your candidates a chaotic image of your company.
  5. Onboarding is usually done in an ad-hoc mode as well, which does not give a great impression to the new employee.

All of these things individually have a huge impact on your candidate and employee experience. Combined, it’s easy to say you're in trouble. Still wondering what the benefits of changing your talent processes would be? Let us elaborate. 

People are your business and your company can be just as successful as your human capital is. Think about your strategic goals and HOW you are going to achieve them. You can have ambitious goals and well planned processes to execute it, but if you are lacking the right talents you’re not going to reach your goals.

A strategic approach to recruiting and talent development are the keys to your success.

Sounds very simple, doesn’t it? So why are you still in an ad-hoc mode?

Luckily, there are a couple of simple ways to reduce ad-hoc tasks in recruiting. Here’s how to get started:

  1. Build a recruitment roadmap based on your business goals
  2. Get familiar with your target audiences & start building a coherent employer brand
  3. Nurture close partnerships between your recruiters and hiring managers
  4. Approach recruitment as a team effort - use your employees’ networks to reach the right talent
  5. Create a trusted atmosphere and transparency on who’s thinking of leaving your company

Without a long term plan on your talent needs, it’s difficult to be successful in any of these things.

If you don’t know who you are trying to attract or the target changes frequently, you’re wasting money and time. Strategic Employer Branding takes time and consistent work within your target audiences. 

If you’re constantly rushing with hires, you’re not able to utilize your recruiters expertise on talent market trends. Their expertise on talent luring strategies, candidate profiling and internal skill development is wasted on ad hoc tasks.

If you’re still wondering why to make the change, the first step is to honestly evaluate your current ways of working. Happy with what you see? Closing your eyes from the real issues won’t get you far.

If you don’t know HOW to make the change, we’re happy to help. Remember there’s always help available, just shoot us a message and we’ll get you started on the road from an ad-hoc mentality towards strategic recruiting! 

We build future-proof talent organizations by developing internal talent management competence.

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