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Grow Your Business Your Team

If You Want to Hire Top Employees, Get Proactive

If You Want to Hire Top Employees, Get Proactive
Credit: RawPixel/Shutterstock

Taking a more proactive approach when hiring could be the key to attracting qualified candidates, new research finds.

A study from the staffing firm Robert Half revealed that nearly 70 percent of employees said that even if they weren't looking for a new job, they would consider an offer if an employer approached them about an open position.

However, most employers take a "wait and see" approach: Only 27 percent of executives do more than just sift through incoming applications when hiring for an open position. Instead of actively engaging with job seekers, 67 percent of the respondents said they typically post an open job and wait to see the resumes that come in. [See Related Story: 9 Simple Proven Ways to Hire Better Employees]

Paul McDonald, senior executive director at Robert Half, said getting in front of job seekers should be a priority when filling vacant or new positions.

"Professionals with in-demand skills have options and can be enticed by competing offers," McDonald said in a statement. "Hiring managers who wait for applicants to approach them risk missing out on potential star performers."

To help employers, Robert Half offered six tips to improve the hiring process:

  1. Stick to a schedule. Create a time line and set an ideal start date for the new position. Make sure everyone involved in hiring process understands the time constraints and can clear time in their schedules to review résumés and conduct interviews.
  2. Communicate with job candidates. Be sure to keep job candidates informed of your time line. If your schedule changes, let the candidates know. Failing to keep candidates informed could turn off in-demand applicants and disrupt hiring efforts.
  3. Sell yourself. Knowing that top employees are highly in demand, it is critical that you highlight why candidates should choose your organization over others.
  4. Make a competitive offer. Top candidates want jobs with appealing perks, compensation above market rates and defined career-advancement paths.
  5. Have a backup plan. Instead of choosing just one candidate, select two potential employees in case one chooses to go in another direction.
  6. Stay connected. A successful hiring process doesn't end when a candidate accepts the job offer. Be sure to create an effective on-boarding program and to check in frequently with new hires to make sure they are adjusting well and are happy in their positions.

The study was based on surveys of more than 2,200 chief financial offers at companies in more than 20 of the largest U.S. metropolitan areas, and more than 1,000 U.S. professionals employed in office environments.

Chad  Brooks
Chad Brooks

Chad Brooks is a Chicago-based freelance writer who has nearly 15 years experience in the media business. A graduate of Indiana University, he spent nearly a decade as a staff reporter for the Daily Herald in suburban Chicago, covering a wide array of topics including, local and state government, crime, the legal system and education. Following his years at the newspaper Chad worked in public relations, helping promote small businesses throughout the U.S. Follow him on Twitter.