Is Your Recruiting Radar Operating?

You have a solid staff, and your business is trucking along. You’re focused on your work and feeling great.

One morning, you arrive at the office and receive a notice that one of your employees is leaving. Suddenly you have to put on the breaks and switch gears, as you are now finding yourself in one of the most difficult situations an employer faces: hiring a new employee.

Let me reassure you, this does not need to be a stop everything, gripping, challenging moment for your business. The secret to navigating smoothly though this transition is to always have your recruiting radar operating even when you’re fully staffed.

I’ll bet you receive resumes often from job seekers emailed through LinkedIn, your office Facebook page or even to your office’s general email address. Job seekers may even walk in your office, extend an introduction in person and drop off their resume. Do you take a moment to step out to meet them? Do you reply to the emails? What do you do with these resumes? If you’re not hiring, do you delete them? Do you place them in a folder only to be lost in the big black hole and forgotten about? After all, your team’s doing great. There’s no need to spend time meeting the walk in or looking at submitted resumes.

Since 2002 we have been personally servicing clients in the Jacksonville, Florida, area, where our corporate office is located. I can’t tell you how many times we have sent a temp or candidate for hire into an office, and the office had their resume on file. We know top talent is out there and you have their resume at your fingertips!

Here are three things you should be doing to ensure recruiting radar is always operating and why:

1. Meet the person who walked in your office. You may learn they live around the corner and are willing to come in to temp if you have staff call out sick or temp during the hiring process. Have them back for an interview and maintain the relationship. If they meet your requirements, they will be a lifesaver when you are in a time of need.

2. Review the resumes you receive. Call them and pre-screen over the phone. If you like what you hear, bring them in for an interview. When you build relationships, you will find that you’ll have a pool of candidates to bring in during times of need. And if they are not available, they will know someone who is. Remember top talent generally refers top talent.

3. Don’t settle. You have certain expectations when hiring. Don’t bring an employee on board you have reservations about just because work is piling up or you are pressured by the team. Don’t feel you need to hurry and fill the job within the two weeks’ notice. This is a short-term fix that could have lasting negative impact to your team. When you are constantly recruiting, you will have resources that will make the process smoother, give you a piece of mind and hire in an efficient and timely manner.

Even if your team is solid, keep your radar up for top talent. When you find yourself in need of a new employee, you’ll have a pool to network with and hire from. Pull out your recruiting radar and keep it operating.

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Kim Knapp

With more than 25 years of clinical and admin experience in the dental field, I serve the employment needs of dental professionals and practices as President of Dental Temps Professional Services, as an HR Consultant for Bent Ericksen & Assoc. and as a speaker. I’m also a mom, a runner, and an artist, married to my best friend.
Kim Knapp
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About Kim Knapp

With more than 25 years of clinical and admin experience in the dental field, I serve the employment needs of dental professionals and practices as President of Dental Temps Professional Services, as an HR Consultant for Bent Ericksen & Assoc. and as a speaker. I’m also a mom, a runner, and an artist, married to my best friend.