Passive vs. Active Recruiting
TransTechs Major Accounts Manager, Arthur Lon tells us the benefits of using a staffing firm along with your internal recruiter.
“Why use a staffing firm? I already have an internal recruiter.”
This question comes up quite often during conversations with prospective clients. The reality is, the tasks of an internal recruiter and an external recruiter are quite different, as both focus on different parts of the recruiting process. You can simply identify this as passive vs. active recruiting.
Internal Recruiter: Passive
Many internal recruiters focus on posting ads on their company’s website and a handful of other job boards, along with processing any "walk in" candidates. Subsequently, they are being bombarded with hundreds of incoming applications, which consume a large chunk of their time. Generally, the candidates that do not match the specific openings at hand, get discarded, and are not put away for a future follow up plan – meaning those candidates are not being leveraged for future positions.
Internal recruiters handle a lot of job duties, not only limited to hiring and processing of applications. After all of these tasks are done, there is not sufficient time for any internal recruiter to actually ‘recruit’. In the meantime, the original job posting is now 10 pages down on the job board and no longer relevant, especially in comparison to similar postings from competitors. Postings from smaller companies will always get overshadowed, regardless of the opportunity and/or great work environment. It’s also extremely telling when a job is blasted externally on multiple job boards, with no follow up from the internal recruiter. This proves that the job postings are extremely passive, with no pin-point target to follow up and/or recruit the best candidates.
TransTech Recruiter: Active
On the other hand, the job responsibilities of a staffing firm, such as a TransTechs recruiter, is quite different. Their job is to find the best candidate for the job, vs. having the candidate find the job on their own. They are proactive, hungry and ‘hustle’ to make sure they make a placement with only the best hires. The bulk of their time is spent searching through a database of resumes – actively seeking the ideal candidates for the job at hand. External recruiters will only call on candidates who fit the bill, which ensures that their targets and leads are more specific. Though not all job openings will have an ideal candidate housed within the agency's database, recruiters are great at creating relationships with past candidates, bringing them back into the fold when an opportunity that fits arises. These relationships help build a recruiters’ network, increases the candidate pool for our customers and also provides a faster, smoother and more targeted hiring process.
In short, there is a huge difference in passive vs. active recruiting. Passive recruiting requires a job applicant to find the job, apply for it, and hopefully get a call back. Active recruiting flips the responsibility onto the recruiter – as they seek the best available candidates for the job. This provides a better list of candidates who already encompass all the qualifications needed to fulfill the job.
To recap, here is a short list of why TransTechs (active recruiting) is the better choice:
To learn more about TransTechs/ PlaneTechs and our recruiting process, please contact us here:
Major Account Manager, TransTechs