WHY USE A RECRUITER?
What are some reasons you may want to use a Recruiter?
The services of Recruiters are used by prudent companies for many special reasons
to fill many special needs. Executive Recruiters should be viewed as skilled
specialists who can identify the best executive to fill an important position
on the management team.
Many companies hire a Recruiter because they don't have the resources to conduct searches themselves or simply because their own staffing departments are overworked. These companies prefer the professionalism and expertise Recruiters bring to the process. Many companies have positions they can’t or don’t want to fill through the usual methods of advertising and networking. Professional Recruiters are called in to help fill positions demanding special talents or to fill positions companies want to keep confidential. The employer devotes time to interviewing only the most qualified Candidates. Executive Recruiters observe strict confidentiality. Organizations with an opening in their executive ranks are vulnerable. Whether for an existing position to be filled, or a position newly created by downsizing or market opportunity, the hiring process must be strictly confidential. Confidentiality can keep competitors from being tipped off to management shake-ups and can protect against employee apprehension. Recruiters value the highly sensitive information they become privy to during the search process and they are acutely aware and respectful of their client’s vulnerability.
Executive Recruiters are cost effective. The benefit of using a Recruiter can be weighed against the following concerns versus the relative insurance of getting the right person for the job through a Recruiter:
• The cost of preparing and executing an advertisement/recruitment
campaign.
• The cost of screening and qualifying Candidates.
• The cost of operating without a needed employee for an extended length
of time (which also affects the morale of the other employees!).
The use of Recruiters is an investment in improving the quality of an
organization’s team. These companies know the risk to not use Recruiters
is too great. For smaller companies -- in which one hiring mistake can
have disastrous results -- using Recruiters is sometimes more important
than for corporate giants. Hiring an incompetent employee who makes bad
decisions can cost a company large sums of money – or its very
existence. More than ever before, executive talent is at a premium and
can make or break the fortunes of a business. Professional Recruiters
can deliver the best.
Do you need a PROFESSIONAL RECRUITER? Today's business environment is
extremely competitive. To determine if the use of a Recruiter is in your
company’s best interests, ask yourself these questions:
Think about the amount of time it takes for your managers to surface,
screen, interview, negotiate and hire the best potential Candidate.
How much time and money has it cost you so far to have key positions
vacant? As you know, many times a resume portrays an excellent Candidate
to be bad and a bad Candidate to be excellent. A Professional Recruiter
would search, screen, qualify and present only those Candidates that
meet the predetermined requirements saving you and your company substantial
time and energy. Studies have shown that the average time to fill a position
takes between 12-14 weeks using conventional methods. Recruiters have
consistently demonstrated the ability to cut that process time
in half!
Think about the money lost and the morale of your team when positions
are left open for extended periods of time. Most Recruiters have seen
open positions lead to many other open positions. Many times managers
themselves get burned out due to positions being open too long.
Think about the effect continuous advertising has on you and your company’s
reputation. Psychologically, the best Candidates become leery of companies
who constantly run advertisements. They begin to question the company’s
turnover, morale, management style and the company’s security when
they see constant advertised “opportunities.” Therefore
it is much better for a company to seek the confidentiality provided
by a Recruiter when wanting to hire top talent. Also, why would any company
want their competition to know how difficult it is for them to hire top
talent?
Think about most of the Candidates who are looking for a new job as compared
to the Candidates who are not actively looking at all. Much of the top
talent is very happy with their current position. They simply are not
spending the time reading the classifieds; they are dedicating their
time to their current best job performance. The majority of job seekers
LOOKING AT THE WANT ADS are the best . . . the BEST of the UNemployed,
UNqualified and consistently UNhappy employees . . . that are ALWAYS
scanning the want ads. A Recruiter is tapping into the HIDDEN JOB POOL
of people not actively looking, the passive Candidate. A Professional
Recruiter’s skill is in helping two good people come together.
The best Candidates can be recruited by the combined efforts of a Professional
Recruiter and a successful hiring manager.
A Candidate is much more likely to tell a Recruiter why they would consider
making a career move. Many times a hiring manager is left to guess what
is motivating a Candidate. The Recruiter acts as a third-party negotiator
concentrating on bringing the two parties to a mutually benefiting relationship.
Nobody knows the market place better than a Recruiter does. A Professional
Recruiter works 8-plus hours a day talking to the people who ARE IN YOUR
business. They know your competitors. They know who’s doing the
business and who is not. They know what it would take to recruit a key
player from your competition; but most of all, they know how to help
you keep your key players on your team. Your internal Recruiters and
human resource team cannot “ethically” cold-contact
people working at your competitors’. A Recruiter is most likely
already talking to these people and KNOWS their motivation for looking
at other opportunities.
A Recruiter casts a larger net. Companies tend to advertise locally;
therefore, they usually attract local talent. Advertising is not cheap
and to advertise in multiple locations could be as costly, if not MORE
costly, than paying a Professional Recruiter. A Professional Recruiter
will stay local if needed or go out as far as needed to find the best
possible Candidate. Because Recruiters work all over the nation, as well
as internationally, they know who is NOT local and who is wanting to
relocate to your area!
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