Two decades ago, recruiting looked a lot different. When a position needed to be filled, most employers placed advertisements in (print!) newspapers. A few “online” ads were placed, but the platforms were limited. A few big corporations used computer programs to catalog information (on floppy disks!), but for the most part, the internet had not yet become the resource we rely on today. Applicants mailed in resumes (using stamps!) and hoped for a call (to their landline!).

Once job offers were accepted and the positions filled, employers usually shelved hiring for another day. For many small and mid-sized companies, recruiting was strictly done on a sporadic, as-needed basis.

My, how times have changed

Attracting the people, you need today is a whole different ordeal than it was two decades ago. Online recruiting sites have changed the game significantly. They make it simple to find out not just about positions, but about the companies advertising them. With websites like Indeed and Glassdoor, and the ability to target applicants on social media sites such as LinkedIn and Facebook, the way we now approach recruiting, and hiring has changed big time.

Candidates today can be more selective, and the top people you are seeking are often sitting squarely in the driver’s seat, which was once occupied by you. Employers are now putting much more focus on strategic, long-term hiring processes, and on fostering a positive company culture and reputation. They really don’t have much of a choice if they want to stay competitive.

Modern recruiting is a continuous process

  • If you are smart, your hiring process and recruiting efforts never really stop. Today’s organizations need every edge they can get when it comes to hiring. And while the need to get the best talent possible has always been a priority for employers, today’s hiring environment comes with unique challenges including:
  • The avalanche of out-of-work applicants throwing their hat into the ring for every job opening in search of full-time work
  • Frustrating skill gaps
  • Inflated resumes that take time to decrypt and verify
  • Finding new ways to market to potential future applicants and to in-demand talent pools
  • Ever-changing government regulations about what can and cannot be asked of or done with job candidates
  • Steep competition from other companies for the best people
  • The huge costs associated with bad hires

Having an ongoing, managed hiring program in place will give you an edge over other organizations when the need to hire arises throughout the year. If you’re waiting until after you know a specific position is opening up to start trying to attract quality candidates to apply at your company, you’re going to be too late.

Your hiring program cannot wait any longer to modernize

We have seen a real uptick in companies engaging us in the continuous management of their hiring processes and platforms. Continuous recruiting programs via an outsourcing partnership enable you to focus on your core responsibilities of running your business, saving time and avoiding costly hiring mistakes.

Expert HR support isn’t a luxury; it’s a necessity. After all, bad hires, missed talent acquisitions, positions left unfilled for too long, legal issues and increased employee turnover can hurt your productivity and profitability.