Proactive Recruiters actively  recruit, search, hunt, seek out professionals who are employed by companies of interest, looking for those who can be enticed by a better opportunity and quite frankly just follow a methodical recruiting process utilizing  back to basics recruiting strategies.

Presenting candidates and filling the pipeline of candidates with only those who come to the recruiter, the company, found on job boards, the internet and are active is a very limited way to recruit. Wouldn’t you agree?  I think that by only filling the pipeline of candidates with these types of recruits is what I call reactionary recruiting or passive recruiting. Recruiting in such a manner, in my opinion can be doing  a disservice to the company and clients.

Recruiting defined by Business Dictionary.com sums it up…. The process of identifying and hiring the best-qualified candidate (from within or outside of an organization) for a job vacancy, in a most timely and cost-effective manner. So you need to identify – know who you are recruiting by using research/name generation/traditional telephone research as part of the recruiting process.

I am not negating the successes that do come from passive recruiting or reactionary recruiting I am suggesting that recruiters need to take a step back, take the time to learn about the potential talent that could be available to the organization and clients. Recruiters really need to proactively use methodologies that uncover or identify potential talented recruits and then go recruit them.

Gary Wuenn VP Business Development732-582-8367 . Gary.wuenn@yagnaum.com