You’ve decided to hire a recruiting firm that can get it done for your organization. However, when do you pull the trigger to seek assistance from a professional? Do you try for months to fill the roles yourself, and eventually, call a recruiter only after you’ve exhausted all your efforts? Are you going to wait until you see the strain taking effect on the rest of your staff and now you have multiple positions open? Do you think that candidates just haven’t seen the posting?
They do and have seen the posting for months. It sends them red flags as to why the position is still open. The reality is most of the candidates you’d want to hire are never going to be hitting the job boards. From past experiences, they believe their resume will just sit on someone’s desk in HR. Maybe the resume gets stuck in a keyword checking system, or candidates are worried that HR will call their current employer for a reference. And the best candidates for your open positions are not even actively looking for a new position. These are the type of candidates a great recruiting firm, like Johnson Search Group, has in their network.
You get what you pay for
Obviously, the fee using a recruiter is an important part of the equation. If your organization has service agreements with recruiting firms for a lower fee percentage, or you require a vendor’s list for recruiters, but they are not filling your critical roles, why would you expect to get better service for the same price? The reason the other firms are likely not filling your position or presenting resumes may be that they are just incapable, or they are filling your competitor’s roles instead, as they have a better agreement with them.
Ever heard the expression “you get what you pay for?” And isn’t the definition of insanity doing the same thing over and over and expecting different results? I am not saying go crazy, and there are things like budgets to consider, but have you considered the cost of vacancy for each day an open role remains unfilled?
The strain on your staff
Are you relying on someone else in your organization who has their own desk to run, to get your needs met? I can’t tell you how many hiring managers I’ve talked to that tell me to call HR when I have the perfect candidate they’re looking for.
Why would I want to do that? HR will just assume it’s a salesperson the hiring manager wants to pass off. If you want to see a candidate, let your HR department know that you want to work with a professional that can bring you the candidates you need.
You need a specialist who knows the criticality of your unfilled positions; a recruiter that specializes in your industry. Plus, one that has a great process, and can bring you qualified, pre-screened candidates who will actually start. Acceptance ratios, fill rates, references from candidates about their experiences… these are all things to focus on, not just the fee.
Think about it like going to prom. Would you go to an assembly line haircut company to get a memorable hairstyle? Just like with a critical role, wouldn’t you want to go to a specialist who will give you exactly what you want?
If you want to work with a recruiter that specializes in your industry, let’s have a conversation.