Last week, I ran across an article that answers a question that we get frequently:

“Should we continue to invest in recruiting while the economy is in such bad shape?  Or, would it make more sense to pull back our efforts and concentrate on other things?”

The article was written by Pedro Silva.  Silva is a Candidate Relationship Manager with JCSI, a staffing company in Boston, Massachusetts. 

Silva makes the point that the recession is being blamed for a lot of things that really have nothing to do with the economy.  It becomes justification for some people, to do nothing.

If you’re a recruiter or hiring manager, inaction now means poor results later.  Silva goes on to encourage us to continue the process of building our candidate pipelines even though times are tough: 

“Below are five powerful reasons why companies that want to come out on top will continue to develop their candidate pipeline.

1. Pipeline development is part of their growth strategy. You don’t wait until it snows to gather firewood, and these companies don’t wait until they need a hire to start identifying candidates who are equipped to be a part of their company’s success.

2. They know that long-term hiring success requires a process. It is a lot easier to keep a fire going than it is to start one, so these companies will start an ongoing dialogue with candidates with the intention of making an offer when the time is right.

3. A developed candidate pipeline removes major competition from the equation. When the time to hire arrives, these companies either have their offer prepared or they are at the top of the candidate’s mind. This reduces the chances of a salary war.

4. Having qualified candidates on hand minimizes delays in production.  A developed and managed candidate pipeline allows these companies to rebound quickly and efficiently.

5. A company that is actively recruiting is considered a strong company.  By continuing to engage prospective candidates, these companies strengthen their own company brand among others in their industry and remain aware of other trends within their market segment.”

My favorite on the list is #2.  Several of our clients have cut back spending due to financial difficulties, but they’ve had the wisdom to keep their hiring systems active at a reduced level, rather than stopping altogether.  Restarting the fire is difficult.

The last reason, #5 on the list, also resonates with me.  Many of our clients strive to be perceived as strong and healthy by consumers.  This perception is critical to mounting their own recovery.  Recruitment advertising is a great way to help build the perception of health.  With 30% of the workforce in some mode of job search at any given time, your recruiting ads are in front of many job seekers and potential customers. 

Visibility and proactivity is key in separating yourself from your competitors.  Don’t wait for the recovery to begin…if you do, you’ll be lagging behind those who are working now.