A Brief Overview of Proactive, Active and Reactive Procurement Recruitment

Procurement recruitment does not have to be a perennially ongoing exercise. It is not as labour intensive an industry as manufacturing or a major service sector. The advent of automation and the use of different state of the art software have reduced the burden on actual manpower and most companies will not have to hire fresher or experienced people every now and then. However, there has to be a proactive strategy that ensures a company does not run into troubled waters. It is better to have a ready backup to tackle unforeseen challenges such as unexplained attrition.

Every company should attend to proactive, active and reactive procurement recruitment. The available pool of talent will dictate the proactive strategy. If your workforce has sufficient backup then you don’t need proactive recruitment. Active recruitment is a common practice and is influenced by the needs of the hour after anticipating the immediate short term requirements. Reactive recruitment is usually in response to attrition, growth and expansion of the business, venturing into new services or when one has to upgrade any of its apparatus and hence needs people who are capable of bringing about such changes. The best strategy is a fine balance of proactive, active and reactive procurement recruitment.

When you have a proactive approach, you have the luxury of time and the process can involve steady research, gradual screening and eventual interviewing of candidates. Active recruitment needs to be a little more steadfast. The database of job seekers should be at ready disposal and one must be able to move swiftly when needed to lineup worthwhile interviews. Reactive recruitment is the most stressful. It requires the database to be screened already. There should be a turnkey solution in place, much like a plug and play setup, wherein a recruiter will be able to contact a few interested and relevantly experienced or qualified people to fill up the vacancies. This can only happen if the database had already been screened, if candidates were already shortlisted and if there has been some kind of communication with the job seekers before, initiated by the company or a correspondence with the staffing agency.

Procurement recruitment agencies have a myriad of approaches and they can customise the strategy based on your needs. You should lay out your priorities and have a bespoke recruitment strategy that would suit every varying need in the short term and the distant future. The most common problem for most companies is the lack of preparedness.