Always be Interviewing

"Always be interviewing" is a recruitment strategy in the Construction and Real Estate Development industries that emphasizes the continuous process of seeking out and engaging with potential candidates, even when there isn't an immediate job opening. As a recruiter, we are reaching out to talented professionals in the industry who are very open to a “cup of coffee” with a competitor to expand their network and learn more about another company in the industry. The “always be interviewing” approach is important for several reasons:

1.???? Proactive Talent Pipeline - Maintaining a pool of qualified candidates ensures that you have a readily available talent pool when you need them. This includes the unexpected resignation all employers experience when they least expect it. It reduces the time and resources spent on urgent hiring, which can often lead to suboptimal hiring and selection decisions.

2.???? Quality Control - When you interview candidates regularly, you have the opportunity to assess their skills, experience, and cultural fit without the pressure of an imminent hire. This helps you make more informed decisions when the need for hiring arises.

3.???? Adaptability – New projects seem to surface when you are least expecting it and either have your ideal team committed to another project or do not have the right team or resumes to help you win the work. Having a pipeline of potential hires means you can move quickly.

4.???? Opportunity Loss - Always interviewing exceptional candidates in the Construction and Real Estate Development industries can equip you with the relationships needed to have the right team assembled quickly.

How to keep them warm until the time is right:

1.???? Transparent Communication - Be upfront with candidates about your intentions. Let them know that you like to take the opportunity to meet talented people in the Construction and Development industries because you never know what the future holds. It’s an opportunity to have options and a plan B if needed someday.

2.???? Regular Updates - Periodically reach out to candidates to provide updates about your company's wins, trends, or changes and opportunities on the horizon. This keeps them engaged and informed about your organization and also feeling important.

3.???? Networking Events - Invite candidates to company events when applicable, training sessions, or social events. This can help them feel connected to your organization and its culture, even if they aren't currently employed there. When they are employed elsewhere you have to maintain a more discreet connection.

4.???? Feedback and Advice - Offer constructive feedback on their skills and project or technical experience. This shows that you value their development and can help them improve their skills that will result in a stronger offer or more advancement opportunities.

5.???? Personalized Interactions - Tailor your communication to the individual candidate's interests and goals. Show a genuine interest in the person means they will have a genuine interest in you and your company.

6.???? Maintain an ATS (Applicant Tracking System) - Use an ATS to organize and categorize candidate information. This will help you easily identify and reconnect with candidates when suitable roles become available or take a less sophisticated approach and add them to your calendar to call, email or text every 3 months so you stay connected.

7.???? Social Media and Professional Networks - Connect with candidates on platforms like LinkedIn to stay updated on their career progress and share relevant updates from your company.

8.???? Referral Programs - Encourage candidates to refer potential hires. This can create a win-win situation, as they may refer others while keeping an eye on your organization themselves.

9.???? Flexibility and Patience - Understand that candidates may have other opportunities and commitments. Be patient and flexible with their timelines. You never do know what is happening in their personal lives that impacts their career decisions.

10.? Thank You Notes - Send personalized thank-you notes or emails after interviews, expressing your interest in having them join the company someday when it makes sense.

By consistently engaging with potential candidates in a respectful and meaningful manner, you can build a strong talent pipeline that will benefit your organization forever. This approach also contributes to a strong brand and reputation in the industry.