Do I really need a recruiter?

 

If you have a hole in your team and if there is no one on the bench who can step up to take on the additional responsibilities, you clearly need to add a key person from the outside.

 

You can fill the position yourself if the skill sets desired are easily identifiable.

·       Post the opening on your company’s website .

·       Augment that with a posting on a general job site (Craigslist, Monster) or an industry specific site  (stylecareers, coroflot) and many people will send their resumes.

·       Get the world out though industry press or other resources.

 

 

3 Key Problems with Do-It-Yourself Recruiting

 

·       The problem with this method, especially in a “buyers market,” is many people will respond to a posting even if their expertise and credentials bear no resemblance to the unique person you need. If you post on web sites -- and if your firm has a strong reputation -- be prepared to sift through a mountain of inappropriate resumes.

 

·       If you use web sites, you are missing a huge segment of the talent pool. You see the active candidate population: people looking for a job. But you are missing the passive population: people who are happy and successful where they are (perhaps with a direct competitor) and not necessarily looking for a change … although they might be interested if approached in a professional fashion and brought into a process with increasing warmth and interest.

 

·       Another aspect of the respondent population is they are looking to change for a reason. They want to “go from” where they are, which could be between careers. That is very different from a “go to” candidate; someone who is in a position to assess your opportunity as a timely, selective upgrade in their career and make an appropriate decision.

 

 

How a Recruiter Provides Value

 

You need a recruiter if you do not have the time, expertise, and resources to conduct a thorough search that brings in the best possible candidates to the position.  Or if you want to cast a wider net to see what kind of competitive talent is out there. Or learn the structure of other organizations to locate people in similar environments with transferable skills.

 

There is no single step in recruitment which cannot or has not been handled by people individually to fill positions. Recruitment is certainly not brain surgery.

 

However, a skilled recruiter brings two kinds of specific expertise to the problem:

·       An understanding of the specific industry in which your company resides.

 

·       A knowledge of the psychology of hiring. It’s tough for many hiring managers to understand how their company looks from the outside. Or how their actions can be read. A recruiter can bring that third party perspective.

 

Having a third party involved means it’s easier to gather information in non- confrontational ways. For example, did you know that income verification and degree checks are allowed by law? Someone’s W2 or year to date pay stub is a public record because they pay taxes. It is permissible to ask a candidate to verify compensation in writing. Takes all the mystery and guesswork out of it.

 

When you call a candidate directly as a hiring manager, the candidate deems that action an expression of interest and the price goes up. If a third party recruiter calls that candidate and wants to know about skills, chemistry, interest and, at some point, current compensation, that’s merely a reality check.

 

If you are challenged to find enough hours in the day to complete all the tasks on your plate, having a professional project manager lead the search and guard your time adds value. Having a recruiter who understands the core values of your organization and seeks out people who can be key contributors over the long term adds increased value.

 

 

The Fifteen-Minute Solution

 

Please call Eric at 415-242-4280 to discuss your current hiring strategy. Within the first 15 minutes, Eric will help you determine if any bundling of the services makes sense in your particular situation.