Corporate earnings are up, layoffs have slowed, and economic forecasts look positive. All signs point to a revitalized hiring climate that will gain steam as the year progresses. Are recruiters ready for the surge? The economic recovery will challenge recruiters to stay on top of the game by leveraging networks and continually retooling their hiring processes. Those that stayed lean and kept productive in the down market can now utilize those skills to stay competitive. Following are our top suggestions for preparing for the upturn:

Evaluate Recruiting Processes

As business picks up, recruiters need to have processes in place to handle incoming job orders. All individuals in the recruiting process need to be on the same page -- from outreach coordinators to hiring managers. Talk with your team about current recruiting trends and what has and hasn't worked in the past. This will help you pinpoint areas that need to be augmented or excluded. Some specific areas to look at include: IT, outreach, interviewing, position descriptions, benefits, new employee training, and salaries.

Use Technology

In addition to reviewing people processes, it is also important to examine how IT systems support recruiting efforts. The tools that helped manage high applicant volume in the downturn can now be re-engineered to select candidates that are a good fit. Also, stay abreast of the latest technology solutions in recruiting. Consider investing in web-based solutions and applicant tracking systems. Keep in mind though, there is no one solution that solves all problems. Competition between vendors is also strong. Take the time to locate, evaluate, and purchase the technology that best fits your recruitment needs.

Focus on Top Talent

In good and bad economic times, recruiters must tailor job postings, web content, interview processes, and the employment brand to attract top talent. Top talent tends to be more discriminating and very focused on growth opportunities. Even if your company isn't in the hottest sector, they're are things you can do to attract them. Determination and listening to candidate needs can pay off. Entice top candidates with greater challenges, a shorter commute, flexible scheduling, a more balanced lifestyle, enhanced time-off options, or a robust flexible total compensation package, even a relocation and sign-on bonus.

Treat Candidates Like People

In the past few years, recruiters struggled to handle the surge of applicants. High demand for existing jobs lowered the quality of contact between candidates and recruiters. With e-solutions regulating the bulk of candidate relationships, the recruitment industry has been accused of losing its human touch. As the economy turns, and competition for top talent increases, these behaviors will need to change.

It is always good business practice to treat every candidate with courtesy, respect, and good manners. All candidates should have a positive experience in the selection process. Everything from first impressions to proper follow-up and candid communications will influence their perceptions of the company and final decision. Also, sharing information will put candidates at ease and lead to positive referrals. Whether you hire someone today or a year from now, it pays to cultivate positive relations.

Tend Your Network

Connect with past candidates, use your employee referral program and, if appropriate, buy lists of contacts. As the market heats up, passive candidates will be seeking better opportunities and your network is the best way to reach these people. Be sure that your employee referral program has incentives in place throughout the hiring process, from presenting resumes to actual hires. Keeping your employees abreast of new rewards and changes will prompt them to constantly search for skilled applicants.