This is a line that many hiring managers have heard before, and quite often it’s the GM or the CEO who has said it!
A common question and one that can be answered with the following seven responses:
Here are the reasons why linking with a high quality, third party agency makes sense for clients seeking the best candidate for their vacancy:
1. Find the best candidates - just because business is slow, it doesn't mean that high quality candidates are readily available and all looking for a new employer. A quality recruiter uses a number of tools and techniques to access and engage the top candidates. Simply placing an ad just doesn’t cut it these days!
2. Speed - 9 times out of 10 there is something more important to do in a manager’s day than hiring. Recruitment consultants are specialists and have no higher priorities than responding quickly to a client request for quality permanent and/or temporary staff. A recruitment consultant that is worth their placement fee will be quicker than a client would be able to do themselves.
3. Recognise the real deal from the fake - a well maintained database is the key to a good consultant! a well maintained database is powerful enough for a consultant to analyse the accuracy of a resume that has been submitted recently, compared to one that may have been sent by the same applicant years ago for an unrelated position! Approximately 30% of resumes contain incorrect or misleading information. It takes someone with experience to be able to pick those lies!
4. Walking the walk, rather than just all talk! - all high quality recruiters have some form of testing that assesses one, or a combination, of a candidate's skills, competencies and motivations. Your typical in house recruiter does not! Any well thought out form of means testing is certain to improve the chances of hiring the right person.
5. Casuals - assessing and managing candidates on a casual or contract basis requires a completely different set of skills to those required for permanent recruitment. Patience, flexibility, an eye for detail and strong organisation skills are only a small part of the long list of characteristics one must possess to handle a temporary workforce. Most clients struggle with this, purely because they fail to understand the subtle differences.
6. Act as your clients biggest fan - when a client recruits internally, they have no independent advocate going in to sing their praise with the candidate (keeping in mind that a quality candidate will almost always have more than one employment opportunity in front of them at the time). A high quality recruitment consultant knows how to most effectively and honestly present job opportunities and the client to their candidates.
7. Market expertise - a quality consultant will spend more time talking to people in your industry than you probably do! Therefore, using a consultant can not only help to source the people, but are also a valuable source of information when it comes to candidate availability, sourcing methods, salaries & benefits, hiring timeframes and what it takes to secure the quality candidates.
Think of a vacancy in your business in the same way you would your investment property! When it’s time to rent your property out and achieve the maximum return, with the least headache and worry, would you do it yourself, or would you leave it to a professional who does it day in day out?
The answer is simple.
Shoot me an email for more information; ross@rensol.org
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