“Proactive” isn’t just a buzzword; it’s a game-changer for recruiters. While some talent attraction teams find themselves in a reactive cycle, focusing on one open role after another, there’s a more dynamic approach that can help teams hire better.
That’s where “proactive recruiting” comes in. Talent acquisition and recruitment teams are shifting priorities and redefining what it means to look for talent. Want to get in on the shift? Here’s what you need to know about adopting a proactive strategy for your business.
Proactive vs. reactive recruiting
Proactive recruiting focuses on identifying and engaging with potential candidates before a specific need arises.
The key word there is before—proactive talent acquisition and recruitment leaders are focused on building a robust talent pool so that when a role opens up, they already have candidates waiting to apply. Rather than reacting to hiring demand once teams are already understaffed, proactive recruiting lets teams stay ahead of staffing challenges.
On the flip side, reactive recruiting is the “traditional” method of hiring that focuses on attracting and connecting with ideal candidates in response to a specific job opening.
As most teams will recognize, there are many benefits of proactive recruiting. While reactive recruiting tends to lead to rushed decisions, a limited candidate pool, and wasted time, proactive recruiting can reduce time to hire and give you more qualified candidates to choose from. The prep work that happens ahead of time makes each open role more manageable.
Despite that, reactive recruitment has its place, too. There are unforeseen circumstances that sometimes require you to be reactive, so it’s still important to have those strategies ready. Incorporating a proactive strategy just helps you minimize the fire drills and stay ahead whenever possible.
How to approach proactive recruiting
If you’re thinking about pivoting to a proactive recruiting strategy, the shift will require some time and thought. Specifically, starting a proactive approach means thinking about recruiting differently, seeing talent attraction as an ongoing tactic whether specific openings exist or not.
To kick start that process, start by identifying your long-term talent needs. Where is the company headed? What teams will need to be staffed to meet those goals? What kind of skills might those teams require?
Then, your long-term recruiting strategy will focus on building those talent pools. Across a variety of channels (especially social—more on that below!), you’ll engage with candidates who may be a good fit for future roles. When specific roles do open up, you’ll already have relationships to lean on with a wide variety of prospective candidates.
How social recruiting supports a proactive strategy
As you build out a proactive recruiting strategy, social media is a key channel to consider. Promoting your employer brand on social media helps you get in front of talented professionals who may be interested in employment in the future.
Unlike job applications and careers pages, which connect you with candidates who are actively looking for work, social media gives you the chance to engage naturally with candidates who are passively on the market—or who may be on the market down the line.
As those users see your content over time, they may develop a more active interest in joining your company one day. That’s when you’ll reap the rewards of your proactive strategy: when ideal candidates come straight to your open roles because they’ve been watching all along.
How to create a proactive social recruiting strategy
Building a social recruiting strategy is easier than you might think. The foundation is sharing employer brand content on social media. These types of posts can include anything interesting about what it’s like to work in your company, how you’re different from other teams, or why you’re a great place to work.
Keep in mind that most recruiting teams don’t have to create this content from scratch—it likely already exists in other formats! Your careers page, job descriptions, and benefits info are great places to check for content you can repurpose on social.
Then, incorporate job posts that include employer brand content to engage candidates who are more actively looking for work. You can post individual job openings as they arise, or share a roundup of multiple jobs to keep your network informed.
As you share content, think about the types of professionals you may want to hire down the line. For example, if you know you may need to expand your marketing team later in the year, start posting marketing content, like employee testimonials, now to build up an audience with the skill sets you need. Or, if you’d like to attract more diverse candidates, make sure you’re sharing your DEI initiatives and making an effort to connect with people from different backgrounds. Make sure your team members are sharing that content, too!
Lastly, engage with users who show interest in your content. Even if they aren’t a perfect fit for current roles, keeping a dialogue open means you’ll be top of mind when you have a more relevant opening.
Using CareerArc to stay ahead
Ready to get started? One of the challenges in establishing a proactive strategy is that it requires thinking ahead, and for teams that are already busy, it’s difficult to prioritize future-leaning tactics.
CareerArc takes social posts off your plate by automating content creation and distribution altogether, giving you more time to focus on building candidate connections.
Want to try it out? Click here for a demo.
