Majority of CFOs Don’t Actively Recruit for Open Roles, Lose Out on Talent

October 26, 20168:05 am480 views

Competition for skilled professionals is fierce, yet employers may be missing out on big segment of potential candidates for those hard-to-fill positions. In a recent survey from specialized recruiting firm Robert Half, 50 percent of CFOs reported they typically post an open job and wait for resumes; only 6 percent actively recruit beyond sifting through incoming applications.

Yet when employed workers were asked if they would consider a job offer from a recruiter regardless of whether they had been considering a move, most (64 percent) said yes.

“As part of an active hiring strategy, and to attract applicants with the most sought-after skills, it’s essential that employers make themselves visible,” said Greg Scileppi, president of Robert Half, International Staffing Operations.

Specialized professionals have more options and require a proactive approach from companies, added Scileppi.

“Businesses can’t rely solely on applications to hire exceptional talent; hiring managers need to find these individuals where they are, even if they aren’t looking. For a more successful search, develop a well-rounded strategy that leverages resources like specialized recruiting firms, social media and established professional networks, to help save time and effort by actively marketing open positions.”

Here are five tips for managers to follow during the hiring process:

  1. Move quickly. Define a timeline and ideal start date for the job candidate and ensure all stakeholders are informed and on board. A delay or dip in communication could turn off in-demand applicants and disrupt hiring efforts.
  2. Sell your organization. Companies with similar open positions are competing for the same talent. Highlight all the reasons someone should choose your company over all others.

See: CFOs and the C-Suite Need to Focus on Effective Collaboration

  1. Make them an offer they can’t refuse. Highly skilled candidates will be most interested in jobs that include compensation above market rates, attractive perks and a defined path for career advancement.
  2. Have a “Top Two” list. Line up at least two potential candidates in case your top pick becomes unavailable.
  3. Stay connected. The hiring process doesn’t stop once a candidate accepts the job offer. Prepare a robust onboarding program and check in with new hires frequently.

“Getting in front of job seekers should be first priority when filling vacant or new positions,” said Paul McDonald, Senior Executive Director at Robert Half. “Employers should build a pipeline of qualified candidates. To save time and effort, hiring managers can partner with a recruiter, who can do much of the heavy lifting.”

McDonald added, “Professionals with in-demand skills have options and can be enticed by competing offers. Hiring managers who wait for applicants to approach them risk missing out on potential star performers.”

Also read: Majority of CFOs Offer New Hires Less than Six Months to Prove Themselves: Survey Shows

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