Have you ever eliminated a candidate based on tardiness or for wearing the wrong clothes? Have you bumped a candidate up the list because they went to a reputable school? While we like to think we’re objective, the truth is that we recruiters are only human and as such we’re subject to the same unconscious biases as every other person on the planet.
Businesses grow and so too do their employees but why does mapping out the talent at your disposal have any bearing on your growth strategy? We’ve all heard the adage that a company’s greatest asset is its workforce and most people would agree; this is absolutely true. So with this in mind, it makes absolute sense to analyze your employees and potential employees in every conceivable way.
As recruiters, we always try to think long-term. We work hard to nurture a candidate pipeline and hope that those who make it through the hiring process will stay the course. But while a solid pool of candidates to draw from is essential, sourcing those candidates can be time-consuming. What we need is a way to make candidates come to us, and that’s where inbound recruitment comes into play.
In times gone by recruiters filled roles as and when they became available. When an employee handed in their notice, the search for suitable candidates began. But these days, with employers and recruiters understanding the value of a candidate pipeline bursting with talent, the game has changed somewhat, and we now take a more proactive approach with the idea that being prepared is everything.