Why You Should Always Be Hiring
Why You Should Always Be Hiring
Whether you’re a business owner or a hiring manager, if you only hire when your company has an immediate opening, you’re probably missing out on star candidates. This is because most job candidates in the market today are constantly looking at new job opportunities – even if they’re happy in their current roles. In fact, 72% of adults keep track of other open jobs in the market, regardless of their current status, and 58% of adults research jobs at least monthly.
And if the right candidate comes along, you might even want to jump at the opportunity to hire them earlier than anticipated, as the best candidates are off the market in 10 days – and could potentially end up working for your competition.
- Avoiding reactive hiring
- Showcasing your employment brand
- Capturing passive candidates
- Building your network
- Making your overall hiring process more efficient
Download a full PDF of Why You Should Always Be Hiring or continue reading below.
Avoid Reactive Hiring
- Losing overworked employees: Any time you have an open role at your company, the rest of your employees have to pick up the extra work. Whether an employee leaves or your company has grown to the point of needing to add a new role, the rest of your employees are at risk of getting overworked and, potentially, looking for new jobs.
- Keeping bad hires for too long: The costs associated with a bad hire adds up quickly – including training and salary costs, as well as costs associated with other employees picking up a bad employee’s slack. In some cases, you might keep a bad hire on board to stay fully staffed – only to finally hire someone when it’s gotten out of hand. But doing so can cause your company’s productivity and profitability to take a hit.
- Making hires too quickly: Similar to keeping a bad hire on board, you might also hire too quickly in an effort to fill an open role. Without a continuous hiring strategy and network of quality candidates to pull from, there’s a chance you’ll end up making a bad hire. And according to the U.S. Department of Labor, the cost of a bad hire can be at least 30% of the employee’s annual salary, in addition to any lost morale or productivity caused by hiring a poor culture fit.
Showcase Your Employment Brand
Capture Passive Candidates and Build Your Network
Shorten the Hiring Process
- Candidate profiles: As you receive and review applicants, you can keep a centralized rolodex of candidates you might consider hiring down the road, along with notes about what stood out in their applications, pre-screening surveys or initial interviews.
- Completed pre-screening surveys: If you automatically send applicants pre-screening surveys but are looking to hire down the road, you can keep the completed surveys on hand so candidates don’t need to fill them out a second time when you have an opening.
- Job profiles: An effective job description can make a significant difference in attracting qualified candidates and getting them excited to work for your company. Rather than rewriting a job description for the same role, an applicant tracking system keeps all job profiles on hand for you.
- Customized interview questions: Writing customized interview questions takes time, especially if you’re hiring for several different roles that require different interview questions to gauge each candidate’s potential. Save time and money by storing your interview questions in an applicant tracking system and only making small updates as needed.
Keep Hiring with Hireology
Hireology Insights use your hiring data – and compare the data to industry benchmarks – to answer such questions as, “What is my hiring velocity?” and “Am I following my hiring process?” Insights provides actionable steps to improve your hiring strategy and drive team accountability for following every step of the hiring process.