In our Part One article, we answered three common questions about recruiters to explain why companies can benefit from hiring a recruiter. We now have three additional questions and answers that can help determine when partnering with a recruiter makes sense.
Is paying a recruiter worth the price?
Generally speaking, when a position is linked to the profitability of a business, the answer is yes. The reason comes down to this one simple word: “Access”.
Jack Welch, the former CEO of General Electric, introduced the concept of “Forced ranking”, a workforce management tool that utilizes annual evaluations to rank a company’s employees into three categories: “A” players are the company’s top 20 percent. These are the game changers who are driving the company’s momentum. “B” players, who demonstrate consistent and steady performance, but are not setting the pace. The bottom 10 percent are the “C” players, who contribute the least. Companies are generally either focusing energy on improving these employee’s performance or are actively working to replace them with “A” players.
The question one must face is this: Which of these three categories within your organization contain the employees who are most likely to be utilizing online job boards or are the ones who would likely be considered “active Candidates”? That’s right! It’s the C-players who are usually the ones actively scouring the market, constantly searching for new jobs. The A and B players are typically the ones who are engaged at work and are not searching job boards or social media.
If your organization is trying to fill positions on their own, they are probably focusing a lot of time on these C players who are disgruntled and disengaged. If you do work with a recruiter, however, you can open yourself to passive candidates that you otherwise wouldn’t have access to. These are the people that are not currently searching for jobs but are open to a change when met with the right opportunity.
If you are hiring for a position that’s integral to your company’s success, you owe it to yourself and your company to consider recruited candidates. If you’re looking at a contingency recruiting arrangement, then hiring a recruiter is a no-brainer. You don’t have to pay for a candidate unless you hire them. If you don’t pay until you decide that the candidate is worth the investment, how could there possibly be a downside? That being said, selecting the right recruiter is paramount to a successful placement.
How should employers select a recruiter?
Tenure: Work with a firm that has significant tenure in your industry. Going to a generalist recruiter means that they will have to start from scratch. Someone with a long history of specialization in your specific vertical ensures they have industry knowledge, experience and contacts that will make them much more effective as a recruiter.
Reputation: Find a recruiter with a good reputation for treating candidates and clients with integrity and professionalism and who takes the time to get to know your company and its’ needs. It’s essential to choose a firm that focuses on your organization’s long-term goals and objectives rather than someone who wants a transactional, one-off deal. A firm with a lengthy history in a particular vertical will be focused on long-standing reputation.
Affinity: As with anyone you hire, it’s important to hire a recruiter that you like. After all, you’ll be spending a lot of time with them; and they’ll be representing you and your company in the marketplace.
Price: Don’t pick a recruiter simply by price. You probably wouldn’t pick a brain surgeon solely by price, right? Why would you do that with a recruiter? The results will have a lasting impact on your company, so instead of focusing on price, find a recruiter who will bring value.
What Should Candidates Look for When Choosing a Recruiter?
Long-Term Perspective: Recruiters are like doctors, tax accountants, therapists or any other service provider. The most successful of these professionals are in the relationship for the long term. Find a recruiter who takes the time to get to know your needs and understand what you want and why. If they only talk about what they’re working on at the moment and don’t take time to get to know you, they may not be right for you.
Connections: A good recruiter will be well-connected, specialized in a certain industry and have a good reputation with clients at the highest levels. When someone recommends you as a candidate in the marketplace, you want their opinion to count for something. If they are not highly regarded, their opinion is meaningless and carries very little weight. A strong recruiter should be viewed as a trusted advisor by employers.
Knowledge: Seek recruiters and firms with a long tenure in your industry and who demonstrate a deep understanding of industry realities, practices, and trends.
Accessibility: Look for recruiters who will give frank and timely feedback and who are accessible.
Whether you are an employer or candidate, working with recruiters can be a great way to build your future. If you have more questions about who we are or what we do, feel free to send us a message through our contact page or leave a comment below!