ALWAYS BE RECRUITING (ABR PRINCIPLE)
- “The problem companies have sometimes is that they don’t think about hiring somebody until someone else leaves and this dries out their pipeline. The requisition is then written to either describe the person that left, a fantasy person (that doesn't exist) or anyone to fill the position. None of these are helpful to a recruiter in terms of finding the right person." -Former Chief Talent Officer at Netflix
This is just one of the problems that an organization faces when they look for candidates in a crisis. The ABR principle helps you avoid that situation with a pool of candidates having the right and required talents, for hiring at the times when you need the most. In this blog, let’s take a look at some of the ways the ABR principle helps your organization and some tips to make it work for your business.
How does it help?
It comes as an effective solution to major recruitment problems :-
- You Are Always Prepared : Companies that are proactive in recruiting talents quickly and efficiently are able to fill up empty seats from an already nurtured pool. It mitigates the risk of losing good sales opportunities.
- You Retain Top Performers : No one likes a sales team which is always struggling to compensate their underperforming team members. When you follow ABR, you gain the ability to replace these members with top talents. Thus, increasing morale of your A players!
- You Remain at the Top of the Game : Deloitte’s 2017 Global Human Capital Trends Report says that Talent acquisition is the third most difficult challenge that companies face. Companies that follow ABR are one step closer to fight this challenge and stay ahead in today’s global market.
How to make it work for you?
- PURPOSEFUL COMMUNICATION- How does your organization make an impact? Communicate the purpose of the organization with employees regularly.When you imbibe the purpose of your organization into onboarding, company stories, and marketing materials, you intentionally familiarize your employees with the vision of the company. This indirectly helps you to strengthen your sales development process as well. Learn more about it here.
- THE INTERNAL GOLD MINE- According to the HBR, only one third or less of vacancies are filled by internal candidates and when you look outside, you sometimes tend to lose out your game players to competitors. Your internal candidates are already more familiar with your organization and the culture, recruiting from within reduces turnover and generates higher engagement.