Here is part two of my series about the value of recruiting firms. There are six more important reasons to mention that make recruiters worth it to you.
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Welcome to the second installment of my two-part series discussing the value of recruiting services. As you may recall, in part one we mentioned expertise, being able to cast a wider net, cost, and confidentiality as the first four reasons that make recruiters valuable.
Today, I have six more reasons to share to fully illustrate why recruiters are worth it:
1. Speed. Using an external search firm makes sense when speed is of the essence because they can reach out to the “A” players quickly and will have already built up a rapport with those candidates. They’ll be able to get them on the phone and get them qualified, interested, and vetted, and also get them in touch with you right away. They will also eliminate subpar candidates not worth your consideration.
2. Post-hire downtime, or how quickly they can get someone amped up for the job you’re offering. When working with a search firm, you should be even pickier than when you’re hiring within your own walls. You’re paying a fee, so you want someone from the industry who can knock that particular job out of the park and make you feel after the interview’s over that they can hit the ground running, deliver value, and give you a high probability of success.
3. Unbiased, third-party input. When working with a search firm, you’ll know it’s a great partnership when they pull people from process willingly and give you feedback that you’re a little surprised by. You want a company that’s really, truly working for you. When they debrief candidates, for example, they should let you know which ones are super-pumped about the opportunity and which ones you have a good chance to land. They should also bring you feedback on negotiating data points as well, which brings me to my next point…
4. Negotiation. A great search firm will negotiate on your behalf to get the right people onboarded and feed you the right information so you can make the first offer work and avoid back-and-forth negotiating and multiple counteroffers. If those kinds of frustrations are impacting you, you might want to evaluate who you’re working with as a partner.
5. Prioritizing company resources. Roles that are high-impact and hard to fill are perfect examples of when it makes sense to use an external search firm. You’re improving your odds that you’ll see the strongest and best candidates and you’ll receive more benchmarking to make the best hire.
6. Post-hire partnership. Great search firms are helping companies nowadays with employee engagement and retention and also giving them advice, counsel, and training in the best practice areas.
If you have any questions about the value recruiters can bring to you or there’s anything else I can help you with, don’t hesitate to reach out to me. I’d be happy to help you.
Today, I have six more reasons to share to fully illustrate why recruiters are worth it:
1. Speed. Using an external search firm makes sense when speed is of the essence because they can reach out to the “A” players quickly and will have already built up a rapport with those candidates. They’ll be able to get them on the phone and get them qualified, interested, and vetted, and also get them in touch with you right away. They will also eliminate subpar candidates not worth your consideration.
2. Post-hire downtime, or how quickly they can get someone amped up for the job you’re offering. When working with a search firm, you should be even pickier than when you’re hiring within your own walls. You’re paying a fee, so you want someone from the industry who can knock that particular job out of the park and make you feel after the interview’s over that they can hit the ground running, deliver value, and give you a high probability of success.
3. Unbiased, third-party input. When working with a search firm, you’ll know it’s a great partnership when they pull people from process willingly and give you feedback that you’re a little surprised by. You want a company that’s really, truly working for you. When they debrief candidates, for example, they should let you know which ones are super-pumped about the opportunity and which ones you have a good chance to land. They should also bring you feedback on negotiating data points as well, which brings me to my next point…
Roles that are high-impact and hard to fill are perfect examples of when it makes sense to use an external search firm.
4. Negotiation. A great search firm will negotiate on your behalf to get the right people onboarded and feed you the right information so you can make the first offer work and avoid back-and-forth negotiating and multiple counteroffers. If those kinds of frustrations are impacting you, you might want to evaluate who you’re working with as a partner.
5. Prioritizing company resources. Roles that are high-impact and hard to fill are perfect examples of when it makes sense to use an external search firm. You’re improving your odds that you’ll see the strongest and best candidates and you’ll receive more benchmarking to make the best hire.
6. Post-hire partnership. Great search firms are helping companies nowadays with employee engagement and retention and also giving them advice, counsel, and training in the best practice areas.
If you have any questions about the value recruiters can bring to you or there’s anything else I can help you with, don’t hesitate to reach out to me. I’d be happy to help you.
