Smart Hiring - the Recruitment Agency Advantage

"Pay a recruitment agency?" I can hear you now, “But we have a Human Resources Department, thank you”. Sure, and they’re well versed in a vast array of the internal logistics that apply to keeping all companies running smoothly as per government regulations, but not necessarily in the actual jobs that you’re trying to hire for. This makes their job tougher and the length of time finding the *perfect* candidate long and, ultimately, costly. Human Resources can better allocate their time in actual new hire training, looking after your current employees’ concerns and satisfying the government red tape while an external professional can streamline the hiring process. This saves time and money – this is good in any economy but especially in times of economic recession.

And you know, Human Resources doesn’t actually “recruit.” Your best candidates are lost to headhunters and staffing agencies. Because of the overwhelming volume of "resume flow", internal recruiters and the Human Resources department types can’t/won’t/don’t know how or mostly just don’t have time to identify and pursue the people they want. Instead, they take what comes along through traditional advertising. Although an onslaught of freshly unemployed candidates may initially look good in the inbox, 85% are eliminated by “delete”. Employers who limit their hires to those people who "come to them" should know that this is costly in time and money. Corporate recruiting has become a paper-shuffling, passive process and is probably the most disliked aspect of Human Resources. Recruiters are trained professionals – the best with the best. It’s our business daily to keep our connections to the best.

The benefit of advertising is misleading; companies rely too much on ads. Recruiters leverage personal connections to attract great candidates; they know who you're looking for and where they are. Not only that, your recruitment agency should pay for any advertising needed and knows which media and area will attract the best potential clients. Every day, thousands of people submit resumes in response to job postings on the Net -- for jobs they know nothing about. In essence, they're sending junk mail, and you or your HR people are forced to sort through the heap. Industry recruiting professionals know what wording snags only the candidates who are qualified, and will appeal to passive candidates. The recruiter you choose has already “cast the net” for you, take advantage of our ever-increasing database of “the BEST”.

HR is HR And rightly so – it’s impossible to know the mechanics of each and every position in a company. It's important to remember that HR is not an end in itself -- it's an interface to a company's professional community. Niche market recruiter hire industry professionals to seek out the top industry professionals. Simply because industry knowledge is a powerful advantage in streamlining a search, recruiters give companies the hiring advantage.

Sorting resumes – a waste of time! The typical explanation for why HR recruiters have no time to recruit actively is that they have too many resumes to sort, in addition to doing the other parts of their job. This very real problem is solved easily: have a professional recruitment agency screen and evaluate and send only quality candidates. We’re fluent in “industry lingo” and can take the time to actually read resumes to make sure that a bad resume doesn’t let a great candidate end up in the “no” pile because it was scanned too quickly.

Are you wasting candidates' time? Is your HR Department making so many calls to hopeful candidates and then not getting back to them? We hear this from our candidates every day. Too many companies are losing prime contenders because the echoing sound of crickets chirping because of simple courtesy - the prospective employer isn’t following up with information on how the process is doing from hiring mangers or Human Resources. It’s a global psychology that candidates can evaluate potential employers too and this starts with the hiring process. We take the lag time often perceived as disrespect by candidates and make sure that they’re kept in the loop and interested in working for you. A truly ethical recruiter is people centred – we respect our candidates and their time. It’s a global psychology that candidates can evaluate potential employers too and this starts with the hiring process. We take the lag time often perceived as disrespect by candidates and make sure that they’re kept in the loop and interested in working for you.

What’s that you say? “Agencies are too expensive!” What’s your priority? Probably hiring if you’re reading this. You’re more than likely paying thousands of dollars in advertising, especially on job sites that contain resumes that are past their expiry day but hey, you are able to access them…and read them…quickly. Maybe you have a corporate website that gets thousands of resumes from all over the world that need to be waded through.

So you have an overworked HR person (who really isn’t all that thrilled in resume reading) to find you the best candidate for any number of open positions you have. They’re dividing their working hours up between this project and any number of red-button emergencies. It doesn’t matter what they’re working on, they’re not able to give full attention to any of it, least of all the thought of returning to the computer to open up a new set of disappointing resumes from McExperts who dream of landing your job so they can learn how to do it without the required licensing, experience or degree.

Eventually candidates near and long distance are called, and most often are left with a message to return the call; telephone tag is costly.

Eventually you find potentials to come in and interview once…twice…maybe more and it’s a series of Employment Idol contestants meshing candidate, HR, hiring manager and team lead schedules. How much time has passed? Weeks? Months?

Somehow, a decision is made, you make an offer but…your top candidate accepted a position somewhere else because your process took too long for them and their mortgage was due. Same thing perhaps with the second choice candidate. Number 3 is available, accepts and at last you have your fantastic new hire!

A few weeks into welcoming your new hire maybe you find that they don’t really have the qualifications or experience they said they did. Or somehow the “orange” turned out to be “blue” on a mainly “red” team an they’re not meshing with the other employees. Or the others may have let you know that New Guy/Gal is having problems finding their office either at the right start time or throughout the day. Whatever the reason this person isn’t fitting the bill, you’re losing salary and profits because of the new hire. Probation time ends and either you or the candidate feels “it’s not working out”. You’ve wasted the time and salary on training the new hire, they’re leaving and you get to start this whole process again.

“So what? The Recruitment Agency has been paid - they don’t care, right?” Not necessarily. A great recruitment agency like will - we guarantee your hires. We’ll have a second choice ready or begin a new search for free. Add up all these savings and top it off with the knowledge that works with you in all aspects, from fees on up. We are aware that economics play a huge factor in your decision to NOT use a recruiter. We are a niche market recruiter and are by far less costly than the larger “generalist” firms. We can help you stay on your recruitment budget. Adding it up, ultimately you’re saving huge amounts of money in the whole process and spending wisely, and who doesn’t love that?

“So what you’re saying is that, all in all, when I’m consider the pros and cons of consulting a recruiter there are only pros if you choose the right recruiter?” That’s right. Think about i: it costs nothing to begin a search; contingency searches result in fees only when one of the agency's candidates is hired by you. Recession or not, “time is money” – maximize yours with professionals on your side. Recruiting agencies are here to help your bottom line profits by finding your industry’s best employee for you!

© Copyright 2009 Platinum Staffing Solutions All rights reserved.

Smart Hiring the Recruitment Agency Advantage - To learn more about this author, visit Laura Nyp's Website.

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Dave Kurlan Dave Kurlan is the founder and CEO of Objective Management Group, Inc., the industry leader in sales assessments and sales force evaluations, and the CEO of David Kurlan & Associates, Inc., a consulting firm specializing in sales force development. Dave has been a top rated speaker at Inc. Magazine's Conference on Growing the Company, the Sales & Marketing Management Conference and the Gazelles Sales & Marketing Summit. He has been featured on radio and TV, including World Business Review with General Norman Schwarzkopf, in Inc. Magazine, Selling Power Magazine, Sales & Marketing Management Magazine and Incentive Magazine. He is the author of Mindless Selling and Baseline Selling – How to Become a Sales Superstar by Using What You Already Know about the Game of Baseball. He created and wrote STAR, a proprietary recruiting process for hiring great salespeople, and he writes Understanding the Sales Force, a popular business Blog and is a contributing author to The Death of 20th Century Selling and 101 Great Ways to Improve Your Life, Volume 2. - Visit Dave Kurlan's Website

David Acheson David Acheson is the founder of DCJA Consultancy. DCJA Consultancy is a management consultancy business specialising in B2B sales consultancy. They offer bespoke and packaged sales consultancy including Sales Optimisation Review, Interim Sales Management, Sales & Marketing Review, 1:1 Sales & Management Staff Analysis, Management Training, Solution Sales Training, Creation of New Pay Plan, KPI's, run Customer Feedback Campaigns, assist with Recruitment, Coaching, Appraisals and set up Strategic Marketing Campaigns.  David spent his early career in accountancy and then moved into sales in 1982, working in Office Equipment, IT, Advertising, Training, Outsourcing and Consultancy. He has held many Senior Positions in SMBs and Global Organisations including Head of Sales Operations & Head of Business Development. His knowledge, skills and great experience of the Sales Industry has led to David making keynote speeches and running educational sessions to key businesses through organisations including The Chamber of Commerce and Business Link. - Visit David Acheson's Website

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Laura Nyp Subscribe to Laura's articles (Visit Laura's Website) Laura Nyp is the owner and Recruitment Manager for Platinum Staffing Solutions. Call 866-455-1293 today and let us help you recruit the BEST! Www.platinumstaffingsolutions.ca “When only the BEST will do!” Laura Nyp is a Bronze author on EvanCarmichael.com

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