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Proactive VS Reactive HR

Jul 7, 2015 1:20:08 AM

in Creating Your Dream Team 101, HR Trends

Your employees can account for up to 80% of the costs of doing business. Therefore, how you hire, retain, and manage your people directly impacts your bottom line. Due to this fact, it is imperative that you are proactive in how you manage your human resources. 

Case Study: The Security Company

If the security company supplies staff for banks and malls, there will be different security clearance requirements for each site. The staff being sent to the mall may only need to complete a 24-hour security clearance process, whereas the staff at the bank are required to go through a three month process to obtain the level of security clearance required. 

Since this is a high turnover industry, the security company is constantly having to hire and replace staff. The three month security clearance time will cause a delay in the hiring process and will create a staff shortage for the banks. This is where having your proactive HR Plan becomes crucial

The keys to proactive HR success:

  1. Reviewing organizational goals and aligning HR requirements to support those goals.

  2. Determining your demand for qualified people to support HR needs.

  3. Satisfying your supply of qualified people to support your demand.

In this circumstance, the security company should be using a proactive talent pipeline. They would obtain security clearance for qualified candidates to be placed at the 24-hour security clearance malls, while simultaneously applying for 3 month clearances for individuals who were performing well in the malls to be advanced to banks. This creates a talent pipeline that will make it easier to fill positions as they become available and act as a ‘talent bank’ for harder to fill roles.


Without proactive recruitment practices, the security company will experience service interruptions, and incur unwanted liability that may lead to a loss of revenue and contracts for the company.

Acting reactively instead of proactively is something that all employers would like to avoid, but it is an easy place to find yourself in, regardless of industry. As an employer, the big question you should ask yourself to align your HR needs with your business goals should be:

  • How many people will be needed to staff my business effectively in the near and distant future and what skills, abilities, and personal attributes (technical and behavioral competencies) will they require?

For help answering this question, and ensuring that you have the resources to meet your needs, Contact TPD's expert HR team today!

Free Download: Real Cost of Hiring Worksheet


Filed under Creating Your Dream Team 101, HR Trends

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