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The corporate world is always changing and one of the things that has changed significantly over the years is recruiting. It used to be that companies would identify needs within the company, create job descriptions and then set out to find the ideal candidates. But the competitive nature of business has forced companies to use a tactic that is a bit more aggressive and comprehensive.
It has become common for employment candidates to interview with companies that have not posted job openings. In some cases, companies are interviewing prospects and then creating positions just to be able to hire the prospect and make him a part of the organization. It can sound crazy and even counter-productive, but it is actually a proactive form of recruiting that is becoming the norm all over the world.
The Internet has made the world seem smaller in so many ways. An employment candidate used to have to jump through a large series of hoops just to get his credentials seen by employers that may benefit from his experience. But things have changed and employment candidates with impressive backgrounds now hold the upper-hand and they are finding that the high demand for good employees has caused proactive employers to change their methods.
Because of the vast amount of recruiting resources that are being used these days, many companies are finding it easier to hire professional recruiting firms to find new employees for them as opposed to investing in their own recruiting efforts. Recruiting has become so complex that even companies that already have comprehensive human resources departments are outsourcing their recruiting.
Should your company constantly be recruiting? First of all, you should realize that your competition is constantly scouring the planet looking for the best possible talent to help them grow and take away your market share. If you want to find that talent before the competition does, then you need to have a perpetual recruiting effort. Your company needs to be equipped to interview candidates even when you are not hiring. If you find that one candidate that could be a significant piece of your organization, then you need to find ways to fit that employee into your organization.
One of the big benefits to perpetual recruiting to companies is that it forces employment candidates to always improve their skills to compete. If a company is able to look over a broad geographic area to find the perfect employee, and that company is prepared to open up a new position just to hire the right candidate, then the candidate better have impressive credentials.
But as the quality of prospective employees continues to improve, the quantity of the qualified employees in the available talent pool is dropping. The downturn in the economy in 2009 cost many people their jobs. Instead of looking for new jobs, many of those people started their own companies. Now that the global economy is slowly improving, those companies are finding success and they need to hire more employees.
If your company decides to do perpetual recruiting on its own, then it needs to be a team effort. You need to put an incentive plan in place that encourages current employees to recommend qualified candidates for employment. Your managers need to be networking with employment candidates and your managers also need to be available to interview a candidate on a moment's notice.
The increasingly competitive nature of the corporate world has altered the way the recruiting process works. The most successful companies within any given industry are the ones who put the time and effort into perpetually looking for the perfect employment candidates, even when there are not positions available.