We’re exhausted.
We’re exhausted from watching companies scramble and dive into straight firefighting mode every time somebody in a key position leaves.
We’re exhausted from seeing so many HR managers rush to fill in positions without a clear plan.
We’re exhausted for you.
Because we know it’s a last-minute race to find people that might plug in your gaps, sure…but as a company that’s focused on long-term goals, growth and financial success, you’re just about “getting by” that way. You’re not really getting ahead.
1. Reactive versus Proactive hiring: what’s the difference?!
Hiring is anything but a reactive process. And we’re here to dispel the myths surrounding it.
Reactive hiring is exactly what it sounds like: a position becomes vacant and bam! You’re rushing to replace the person. The result? Strain on your HR team, sometimes mismatched hires, a cycle of employees being replaced repetitively and overall? A negative effect on the morale in the office.
But with proactive hiring, we’re asking you to shift your mindset. Think ahead. Build a talent pipeline. Strategise over a think-thank with your management team on how next year can be a winning one for you. Ensure your organisation always has access to resources and skills that you need to keep moving forward. Key word: KEEP moving forward. And not, START moving forward.
Future-proof your company.
2. What is strategic workforce planning?
No, we’re not just throwing recruitment jargon at you. We’re telling you: think beyond your current team. Think where YOU would like to be years down the road. Consider your goals, your vision and think BIG. And then? Hire according to those business objectives, slowly and steadily.
Plan your expansion, launch new products, think of restructuring, scale up, revamp your office, consider establishing a unique work culture, move offices, scale down if needed and tighten your core team. Whatever your goal may be, remember: your company is only as strong as the people in it. Invest well, invest wisely and think ahead.
Gone are the days where hiring as a quick plug-in will solve all your problems: gone are the days of onboarding for the Nth time, training, and hoping it works well.
Your strategy?
Simple.
Identify emerging roles within your objectives and vision for the company. What skills does your industry need in the future on a macro level? Think ahead and build a pipeline for those roles now.
Build talent pools with potential candidates. Even before a role opens up for you, get active (proactive, rather!) on LinkedIn, attend industry events, take part in a career fair, create networking opportunities for yourself.
Considering a proactive approach for 2025? Attending events like our job fair could be just the opportunity to connect with future talent…before you need them. It’s about building relationships that set you up for success, now and down the road.
If this idea has piqued your interest, why not take the next step?
Sign up for our CareerHub JobFair #15 on November 22nd and 23rd and start working on those connections today.
