For more than 30 years, Arbor Age magazine has been covering new and innovative products, services, technology and research vital to tree care companies, municipal arborists and utility right-of-way maintenance companies
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BUSINESS MAN BUSINESS MANAGEMENT ALWAYSRECRUITING Implementing a plan to continuously identify and secure the most qualified and capable candidates for your company When it comes to recruiting qualified candidates, getting all of your ducks in a row is important if you want to find those who stand out from the crowd. Photo courtesy of istockphoto By Noël Dubak The company with the best talent has the best chance of win- ning in the competitive marketplace, whether we are talking tree care or computers. Employee recruitment forms a major part of a company’s overall resourcing strategies, which identify and secure the best talent to help the organization succeed in both the short and long term. Recruiting activity needs to be responsive to the ever-increasingly competitive market to secure qualified and capa- ble candidates at all levels.That said, recruitment should be constant and conducted by all people in the organization, regardless of back- logs or current staffing levels.Yes, it is true,we all need to be recruit- ing the best people to join our company. If you really believe in your company, you will want good peo- ple to join your team.The company needs to be noticed by passive job seekers before the competition catches their eye. Companies that implement a plan of continuous recruiting experience unexpected positive benefits. Active recruiting means we are visible and vocal in our industry,which helps our public rela- tions, as well as our positioning with trade schools and universities. We have to always think smart. Smart employers who are in touch with the best candidates as a result of “always recruiting” develop a pre-qualified candidate pool before there is a need to fill a job. You can develop relationships with candidates long before there is a need to hire them.This will help create a large pool of candidates that will be useful when you have a new posi- tion available. As we know, things can change quickly, a key employee leaves, you suddenly get a large backload of work, there is a desire to expand into a new market, or you need to make a sudden personnel change. These things are all made a bit easier 22 Arbor Age / July/August 2011 Smart employers who are in touch with the best candidates as a result of “always recruiting” develop a pre-qualified candidate pool before there is a need to fill a job. Photo courtesy of Bartlett Tree Experts when you have a pipeline of candidates. Our capability and capacity to deliver targeted results and sustain economic prosperity within our organization is highly dependent on “always recruiting” strong talent. It is a fact, as published by the Harvard Business School Press, that organiza- tions that “always recruit” score in the top 20 percent in talent management, and produce an average of 22 percent greater total returns than those companies that aren’t always recruiting. We always need to have an edge over our competition and “always recruiting” will give us that edge. Once we have mastered the concept of “always recruiting,” hir- www.arborage.com