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When It Comes To Hiring, Wait For Resumes Or Cast A Wide Net?
Survey: Majority of CFOs Don't Actively Recruit for Open Roles, Potentially Losing Out on Talented Candidates

MENLO PARK, Calif., Oct. 18, 2016 /PRNewswire/ -- Competition for skilled professionals is fierce, yet employers may be missing out on big segment of potential candidates for those hard-to-fill positions. In a recent survey from specialized recruiting firm Robert Half, 65 percent of CFOs reported they typically post an open job and wait for resumes; only 27 percent actively recruit beyond sifting through incoming applications. Yet when employed workers were asked if they would consider a job offer from a recruiter regardless of whether they had been considering a move, most (67 percent) said yes.

Risky Way to Hire

View an infographic of the survey findings.

"Getting in front of job seekers should be first priority when filling vacant or new positions," said Paul McDonald, senior executive director at Robert Half. "Employers should build a pipeline of qualified candidates. To save time and effort, hiring managers can partner with a recruiter, who can do much of the heavy lifting."

McDonald added, "Professionals with in-demand skills have options and can be enticed by competing offers. Hiring managers who wait for applicants to approach them risk missing out on potential star performers."

CFOs were asked, "When looking to hire, are you more likely to post the job and wait for applications or actively recruit people whose skills match your open position regardless of whether they have applied for or expressed interest in your open job?"

Much more likely to post the job and wait for applications


Somewhat more likely to post the job and wait for applications


Somewhat more likely to actively recruit people


Much more likely to actively recruit people


Use an equal mix of both approaches 




Workers were asked, "How likely are you to consider a job offer from a recruiter who contacts you, even if you're not actively looking for work?"

Highly likely


Somewhat likely


Somewhat unlikely


Very unlikely




*Reponses do not total 100 percent due to rounding.

Robert Half offers five tips for managers to follow during the hiring process:

  1. Move quickly. Define a timeline and ideal start date for the job candidate and ensure all stakeholders are informed and on board. A delay or dip in communication could turn off in-demand applicants and disrupt hiring efforts.
  2. Sell your organization. Companies with similar open positions are competing for the same talent. Highlight all the reasons someone should choose your company over all others.  
  3. Make them an offer they can't refuse. Highly skilled candidates will be most interested in jobs that include compensation above market rates, attractive perks and a defined path for career advancement.
  4. Have a "Top Two" list. Line up at least two potential candidates in case your top pick becomes unavailable.
  5. Stay connected. The hiring process doesn't stop once a candidate accepts the job offer. Prepare a robust onboarding program and check in with new hires frequently.

About the Research
The surveys were developed by Robert Half and conducted by independent research firms. The CFO survey is based on telephone interviews with more than 2,200 CFOs from a stratified random sample of companies in more than 20 of the largest U.S. metropolitan areas. The survey of workers includes responses from more than 1,000 U.S. professionals age 18 and over and employed in office environments.

About Robert Half 
Founded in 1948, Robert Half is the world's first and largest specialized staffing firm. The company has more than 325 staffing locations worldwide and offers job search services on its divisional websites, all of which can be accessed at For career and hiring advice, visit the Robert Half Blog at

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SOURCE Robert Half

For further information: Bianca De Rose, (650) 234-6022,