Although they might sound the same, being hired and being recruited are two VERY different things, and only one of them typically generates long-term results. Learn the difference and why it's important.

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Hi, this is Stephanie Maas, partner with Thinking Ahead search firm.

Today, I want to talk to you about one of my most favorite and least favorite subjects at the same time.

It's probably my most favorite because I think there's an area that we can really make some good change in talent acquisition.

It's my least favorite because I've been talking about it forever and you're not listening to me.

It is the theory.

Uh, recruiting versus hiring, recruiting, even when you're not hiring.

I'll tell you where this is coming from.

A couple of months ago, I got a call from a chief lending officer of a bank and they said, Hey, I'd like you to reach out to one of our team leaders.

We're going to need to expand that team next year.

I'd like you to reach out, talk to them about what they'd be looking for and you know, Hey, just keep us in mind if you see any top talent.

Absolutely.

So went about my way a couple weeks later, came across somebody that thankfully had the same timeframe.

Hey, I'm not looking to make a move today, but I think fast forward about six months.

I think I'll have gotten my bonus.

I'll be ready to make that change.

Who in the market do you think I should be talking to?

So I said, Oh, I've got a great opportunity for you.

And the timing is probably about right.

So I came back to the organization that had said this and presented the candidate and said, Hey, we're not in a rush.

Let's just go have coffee.

I placed the bait.

I've set the hook.

They're interested in your story and what you're going to be doing next year.

And they want to have a conversation.

Could that make sense for them?

By the way, this is talent.

It's highly coveted in this niche.

And the feedback was, Oh, well, we're not really hiring right now.

Yeah, I know.

You're not hiring till next year.

Okay.

Yeah.

Well, I mean, I don't know if it really makes sense to have that conversation.

Really?

Huh.

Okay.

Look, I get we're all busy, but candidates are not just waiting on a shelf somewhere for the day that you have an open rec and can pluck them off their tree.

Oh, we're here.

We're ready.

And let me assure you, your peers are absolutely constantly thinking about who they're going to hire next.

Who's on our bench?

What are we teeing up for when we do have an opening?

So let me strongly encourage you, and I know it's time consuming and you've got so many other things you need to be doing right now, but even when you're not hiring, be recruiting.

Every day that you put on your suit and tie and go to work and represent your employer, you should be thinking about not only representing them to clients or potential clients, but also potential employees.

We have got to face facts.

If you have an open position and you really want to make a difference with your team and the talent of your organization have to be in a recruiting mode.

Recruiting is not a 45 day process.

Absolutely.

We can help.

That's what we do.

But I will tell you, we are not successful in recruiting unless we have complete buy in from the organization we are representing.

We can help, but you've got to be willing to put the time and energy into recruiting.

It's not about hiring anymore.

I mean, you can still hire if you want, but by the way, I'll be filling that position for you again in two years.

But if you really want to make a difference for the talent, for your team, adopt a recruiting mentality.

It'll save you countless hours and tons of money.