J Patrick + Associates Blog

3 Reasons Why Hiring Managers Need To Always Be Recruiting

Posted by Alysa Wishingrad on Mon, Nov 14, 2016 @ 11:00 AM
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If you’re a hiring manager with a fully staffed team, you might assume there’s no need to keep seeing candidates. After all, you’re busy and need to keep your focus on rewarding your top performers, continually training the guys in the middle and pushing the team members who are lagging behind. Why waste time interviewing candidates for a position that doesn’t exist?

Well, there are several important reasons why you should always be recruiting that transcend simply filling vacancies.

 

Gather Intel

Regardless of what business you’re in, you need to constantly be gleaning intelligence about your brand’s position in the marketplace. By always being willing to interview candidates with in-demand skills you are creating an awareness of your brand and stoking interest for openings down the road.

It's also an invaluable way to get all kinds of information about your place in the marketplace.

  • How are you perceived by your user base?
  • How does your brand stand up in the marketplace?
  • What’s your reputation out in the job market?

Additionally, it allows you to stay current on your competition. If you want to learn how other companies in your sector operate, you have to keep speaking to people on the inside. And who better to learn from than someone who is looking to move on.  

  • Where does your company stand against your competition in terms of pay structure, quotas, the tools they use.
  • How is the morale at your competitors?
  • Are they hiring?
  • Are they losing people?
  • Do they have a high level of management churn?

Building a fluid picture of your place in the industry is key to staying competitive.

 

Feed Your Pipeline

Even if you have your dream team in place and can’t foresee it changing anytime soon, you have to remember that life happens. People leave, they get promoted or maybe they’re unexpectedly moved to fill a hole in another group. And let’s be honest, not every hire delivers on their potential.

If you don’t have a pipeline of top quality candidates to draw from, then you’re stuck either with a mediocre performer or worse, with an empty desk. And if you’re in sales, you know that a vacancy is costing you not only productivity, but is draining your own quota. This is a high price to pay for not planning ahead.

 

Pop Your Filter Bubble To Stay Competitive.

When you look out over the same vista day after day, it’s easy to lose perspective. Just as you might talk to your mentors, attend conferences and keep up with with your peers in order to gain new insights into your sector, interviewing candidates allows you to see what’s possible.

It’s easy to get caught up in the mindset that the team you have is the team you’ll always have. But if you are meeting candidates on an ongoing basis, you’ll see that you have options. You don’t have to tough it out with the salesperson who’s struggling to keep up, nor do you have to put up with the cancer in the locker room.

What it really comes down to is the difference between simply filling vacancies as the occur, and engaging in workforce planning. The first model leaves your team exposed and under pressure to cover the workload left behind by a vacancy. But if you always make the time to meet qualified candidates you'll be far more nimble and ready to act when you find yourself with an empty desk.

 

Related Blogs:

THE BOTTOM LINE: DIVERSITY IS GOOD FOR BUSINESS

IS THE HYBRID RECRUITING MODEL RIGHT FOR YOUR BUSINESS?

 

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Tags: Job Interviews, HR and Hiring, management