Vacancies are not sufficient for all positions

Even if 90% of the open positions are filled through job advertisements, this procedure is currently not always sufficient. There are multiple reasons for this. There are professions in which job advertisements are virtually invisible since there are simply too few people who practice this profession and are looking for a job at the same time. For example, if a company wants to fill the position of sommelier, it will not necessarily be successful with a job advertisement. Since the field is very special, it is difficult to find the person you are looking for passively.

On the other hand, there are completely opposite situations. Well-known and large companies such as Coca Cola receive a flood of applications solely because of the name, from which they first have to filter out suitable candidates. In such a case, the passive search means a considerable additional effort for the company. In the end, companies have to cut back on the passive approach from time to time, as they have to make a decision based on the applications received.

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Internal recruitment as a partial solution

One often hears that vacancies are filled by recommendation, the so-called “vitamin B” or by internal candidates. Wouldn’t this approach solve the above problem? The application process is usually significantly shortened due to the internal filling of a position or on recommendation. If the company is filled internally, the candidate is known to the company, it has already settled in and fits into the existing team. The situation is similar with recruitment. The new colleague is not entirely unknown, someone in the company guarantees that he can identify with the corporate culture. Professional qualifications are evidenced by a brief review of the curriculum vitae.

However, there is no “fresh wind” in the company through this type of recruitment. New employees from outside always bring new and innovative ideas with them that can advance the company. In addition, by filling vacancies for “vitamin B”, the company runs the risk that the candidate will not be able to integrate properly, contrary to expectations. This path is a good alternative for individual positions, but the whole process of recruiting is difficult in the long run because after some time the potential of this method has been exhausted.

HR consultants as an alternative in active sourcing

Furthermore, many companies hire an external personnel consultant for recruiting, who takes over the entire tasks of recruiting and passes on only a few perfectly fitting candidates to the company. This considerably reduces the internal effort for the new filling of an open position. In addition, the personnel consultant can access completely different channels, such as their own talent pool. This increases the chances for the company to find the optimal position for the vacancy. But even with this option, the company is exposed to risk. The personnel consultant never knows the company as well as the internal personnel manager, which can also lead to incorrect filling of the position with this method.

Our own recruiting department as a solution for active sourcing

By setting up a recruiting department in the company, a large part of the recruiting can be done by yourself. Recruiters are trained in active sourcing, know the company and its departments, and ensure that the company no longer has to passively wait for candidates, but can actively approach desired candidates and win them over for the open position. However, active sourcing is not used as the only recruitment measure. External job advertisements and internal job advertisements are usually placed in addition, but you are no longer solely dependent on the response to these procedures.

For positions that are more difficult to fill, an internal recruiting department naturally also works together with an external personnel consultant who offers all-round support for recruiting, or a more cost-effective active sourcing service provider in order to ensure the optimal filling of the vacant position. In many companies, this situation is already pervasive and active sourcing has already become an integral part of recruiting.

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You had to Decline Work

You know it’s time to add new people to your company when you have to decline work from a client. You should never have to say no to new projects. However, you also shouldn’t take on responsibility if you know you can’t handle it. Start looking for potential employees when you see things are getting difficult to control.

Current Employees are Overworked

Usually, current employees are asked to put in extra hours to cover new or additional projects. You will, of course, pay them for extra hours and work; however, it’s not an efficient practice. Humans have limitations. Even if your employees don’t mind, you should not overwork them if you want to continue providing quality service.

New Skills are Required

Even if you don’t introduce new services, you will start to feel the need for new skills to make your current work more efficient. For example, data scientists are really in demand in all industries these days. If you are absolutely sure that adding a team member will be beneficial, you should not wait for it.

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Experienced Employees Engaged in Menial Tasks

If you see senior and experienced team members wasting a lot of their time in menial tasks that anyone could do, you should look for junior professionals. You are paying high salaries for minor administrative tasks to those seniors. With new junior hires, those seniors can start focusing on the job that is up to their pay scale.

What if a Client Left You?

This is the most important question you should ask yourself before hiring an employee. There would be no need for employees if one or two clients left you. You can’t just terminate an employee unless you hired them on a contract basis. You have certain laws and regulations to follow when firing an employee. Moreover, it will create a bad image of your company in the market and skilled people will avoid working for you.

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