No one knows the employment market better than a professional recruiter ... no one!! In-house human resources personnel, no matter how effective, view the marketplace through an imperfect prism and tunnel vision is their occupational hazard.
Just as physicians are cautioned against treating members of their own families, so too is it folly for an in-house HR professional to believe that they have an undistorted and unbiased picture of the employment landscape. They are vulnerable to the pressures of internal politics and cultural dimensions which do not hinder the outsider.
Today's business environment is complex, competitive, and ever-changing. Your hiring needs are no different. Businesses that can consistently recruit the best people not only thrive, but survive in uncertain times. Consider the following as you contemplate engaging a search firm.
Think about the amount of time it takes for your managers to surface, screen, interview, negotiate, and hire the best potential candidate. A Search Consultant is an expert with a proven process, resources, and a team to support them. They search, screen, qualify, and present only those candidates who meet the predetermined requirements saving you and your company substantial time and energy.
Much of the top talent is very happy with their current position. They simply are not spending the time looking for a new job – they are dedicating their time to performance. A Search Consultant’s skill is in sourcing the right candidate, not the most available candidate! There are no shortcuts. The only way to consistently hire the most talented people is to find all of them and then approach each of them. An effective Search Consultant will do this by making thousands of phone calls and connecting deep within a network that is painstakingly built.
Many times a hiring manager is left to guess what is motivating a candidate. A candidate is much more likely to tell a Search Consultant why they would consider making a career move. The recruiter acts as a third party negotiator concentrating on bringing the two parties to a mutually beneficial relationship. What’s more, their reputation is reliant upon their ability to clear red flags, ask tough questions and mitigate risks to ensure both parties are making a good decision. The best candidates can be recruited by the combined efforts of a Search Consultant and a successful hiring manager.
A Search Consultant works all day talking to hundreds of people. They know your competitors. They know who’s doing the business and who is not. They know what it would take to recruit a key player from your competition, but most of all they know how to help you keep your key players on your team.
Cast A Wider Net
Companies tend to advertise locally, therefore, usually attracting local talent. Advertising is not cheap and to advertise in multiple locations could be as costly as paying a Search Firm. A Search Consultant will stay local, if needed, or go out as far as necessary to find the best possible candidate.
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