Why your Business Should Use a Recruiter or Headhunter

| Posted: 17-10-2007 | Comments: 0 | Views: 121 | Rating: (50)

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Chances are that your company, like so many others, has chosen traditional methods to fill internal job openings. Your company will post job ads in your local newspapers or on Internet job boards. You and your HR staff will spend hours sifting through resumes and conducting countless interviews. What happens when you still don’t find that perfect candidate? Well for many employers they will fill the spot with their second or third choice of a candidate. This is the norm, but this is changing as more companies call on recruiters or “headhunters” to help hire with all levels and positions. They are calling on recruiters when the second or third choice of a candidate is no longer an acceptable option.

Many recruiters or “headhunters” specialize in a particular area such as Accounting or Engineering. Companies are turning to outside recruiters to help them find candidates with specialized talents or experience. They are used to find the exceptional candidate who may not necessarily post their resume on the job boards or respond to a classified ad. Recruiters are able to find candidates who may not be actively looking for a new position but who would be a good fit for your company. It is their job to convince the candidate that moving to your company would benefit them more then staying where they are.

However, this is only one step in the service that a Recruiter provides for your company. Recruiting involves all aspects of sourcing candidates, reviewing resumes, conducting interviews, conducting background checks and other activities to match the right candidate to the right employer. They will do their own advertising for your open position and will answer all the telephone inquiries that come in.

The best part is you can negotiate a recruiter’s or “headhunters” fees and terms. Their fee is based on a percentage, which typically ranges from 15%-30%, of the candidates annual salary and up. You can also negotiate a guarantee that if the employee does not make it through the initial probationary period the recruiter is required to replace the candidate without an additional charge. You can also negotiate a placement fee versus a contingency, which means that you don’t pay the recruiter unless they find you a candidate that you want to hire.

A reputable recruiter gives you an economic advantage by reducing the internal man-hours that it takes to find quality candidates. They will source candidates, review resumes and provide you with the best they have to offer. They will look for top candidates even if they are not actively looking for a new job. Remember, this can all be free of charge unless they find you a candidate that you want to hire. The next time you have an opening call a recruiter or “headhunter” and find out what kind of service they can offer. You may find that they have the answer or candidate you have been looking for.

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Article Tags: Business, Management, Human Resources, Organization, Recruiters, Hr, Headhunters

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About the Author:

Tonia McMahon, Executive Recruiter
(940)230-0052
tmmcmah2@yahoo.com
My company has offices nationwide. The next time you are looking for the right candidate to add to your team call me.

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