Let’s jump to conclusions: Just because you’re not hiring doesn't mean you shouldn't be recruiting.
Yep, read it again.
Scenario: Your A-player decides to move across the country/go back to school full-time/take a year off and you are unexpectedly left shorthanded. You switch into hiring mode: write a job description, post a job, wait for candidates to show up. And wait. And interview. And reject. And wait some more. All the while your team is feeling the absence, you’re putting in more hours to compensate, and it’s hurting your bottom line.
No wonder everyone tells you hiring is a headache!
In this instance your hiring strategy is completely reactive. You wait for a triggering event and spring into action, relying on the best candidates to find you went you need them. You’re Commissioner Gordon throwing up the Bat Signal …but what if your Batman isn’t looking?
Instead, your need to hire proactively. If you’re constantly searching for A-players, building your talent pipeline, and fostering relationships you’ll already know where to find the best candidates when Jerry decides to switch careers with two weeks notice.
You don’t have to turn into a full time hiring manager when your job is to successfully run and grow your business, but an ongoing proactive recruiting program will help you take care of your biggest asset: your team.
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