Why use a recruiter?

It’s been three months since you launched your job advertising campaign. You know it’s been three months because you have stacks of resumes in your in-tray to show for it. Hundreds of resumes later, you still don’t have a winner. Your manufacturing manager is getting more and more impatient by the day. He is stretched to the limit trying to do both his job, and the job that should have been filled months ago by a highly qualified, hit-the-ground-running candidate.

Your boss is getting antsy about the company’s investment in a job advertising campaign that is quickly turning into a black hole. The company is wasting resources on a dead-end advertising project, while productivity is suffering due to lack of star talent. Meanwhile, sorting through the mountain of useless resumes is cutting into your time for your other duties as a hiring manager. Something’s got to give!

This is the time to secure the services of a qualified and dependable job recruiter. Many hiring managers balk at the thought of enlisting the services of a recruiter. After all, why should they have someone else to do what they themselves were hired to do? Maybe it’s the fear of the unknown. Or maybe they have heard rumors of some firm somewhere that had a bad experience with some recruiter.

Just as there are good and bad apples in any profession, so goes with the recruiting and staffing industry. However, most problems can be avoided by carefully selecting reputable recruiters, and by ensuring that the contract between the recruiter and Client Company is fair, reasonable, and legally binding.

A recruiter’s job is to find highly qualified, and motivated, candidates and link them with prospective employers. When the perfect match is made, we have a happy new employee starting a promising new career, and an organization that is finally able to boost its bottom line by securing star talent.

Searching for great talent is all a recruiter does. Let a recruiter do the leg work for you while you focus on other HR roles – retention, training, and organizational culture development. Recruiters make it their business to know what you are looking for in an employee:

·        Strong Interpersonal Skills

·        Strong Verbal Communication Skills

·        Strong Written Communication Skills

·        Flexible and Adaptable "Can Do" Attitude

·        Sound Academic Achievement

·        Self-Motivated/Self-Starter

·        Team Player

·        Energy and Enthusiasm

·        Problem Solving Skills

·        Analytical and Conceptual Skills

A good recruiter will provide you with the following:

• A targeted list of candidates, complete with name, phone number, and desired skill sets, all within 24 hours.
• Only highly qualified and relevant candidates are presented, so you don’t have to wade through mountains of useless resumes.
• Free job posting on the recruiting firm’s website until position is filled.
• Comprehensive background and reference check on candidates provided free of charge.
• Pre-qualification of candidates through phone interviews before presenting them to Employer for interview.
• Fee is only payable if candidate is hired, so you have nothing to lose.
• An unconditional guarantee to reimburse the recruiting fee if a candidate is let go or quits within 90 days of hiring date.
• A competitive fee structure that delivers more bang for the buck than other forms of job advertising.

Utilizing recruiting firms is increasingly becoming the most preferable recruiting tool in the hiring managers’ arsenal in the 21st Century. Most of the leading organizations, and many Fortune 500 companies, are already using recruiting and consulting firms. You owe it to yourself as a hiring manager to look into it.