A common misconception is that the only companies who use recruiting firms are the ones who can’t generate enough applicants using their job postings.
Yes, a number of businesses we work with do want to see a larger pool of applicants, but this is never the only reason that they decide to partner with us. The reality is, if it were simply about increasing the number of resumes that come across a desk, online job boards (i.e. LinkedIn, Indeed, Dice.com) do a decent job.
The real advantages of working with a recruiting firm like recruitAbility lie elsewhere.
If your business is hiring an entry-level customer service rep, you may not need a recruiting firm to help you. The reason is that the difference in hiring an “A” player and a “B” player in that role should not significantly affect your company’s top or bottom line.
On the other hand, if you are filling a role that can have a significant impact on revenue or net income, you can’t afford to get that wrong. This is when a recruiting firm becomes invaluable. Hiring for key positions or specialty roles in competitive career fields requires deep subject-matter expertise that is crucial for success in these types of searches.
Ever hear the phrase “garbage in, garbage out”? This typically refers to the inputs in a financial model, but it is also relevant to job descriptions. When companies are vague in their job descriptions – or worse yet, they miss the mark on the jargon associated with a technical role – they often attract fewer candidates and the wrong candidates.
Recruiting firms have the benefit of seeing dozens of job descriptions for the same roles and learning which ones yield the best results.
Quality > Quantity
To fill an important role, good recruiting firms are focused less on the volume of candidates and more on the caliber of candidates that they present to their clients. It’s the difference between a sniper rifle vs. a shotgun approach. It is precise and intentional.
By relying only on an internal job posting to find candidates, companies limit themselves to a significantly reduced pool of applicants. In many cases, the best talent is well taken care of at their current companies, and while they may be open to opportunities, they are not looking. Understanding and effectively conveying what is appealing about your specific opportunity to these candidates is what top recruiters are adept at.
Think about your last house search. Remember how your confidence in choosing the right place increased as you viewed more homes? This same concept applies to hiring. Recruiters see far more job candidates than a company’s hiring manager, and this gives us confidence in our recommendations. We have our fingers on the pulse of the jobs market.
Also, recruiters learn from the data by seeing how candidates they place end up performing in their roles. This allows recruiters to identify trends and inform clients in their decision-making process. This level of insight by recruiters also gives their clients an advantage during salary negotiations.
Push vs. Pull Strategy
The move to virtual work has allowed companies to widen their pool of candidates, but it is difficult for companies to flip a switch and begin attracting talent nationwide overnight. It takes more than an internal job posting – or what we call a “pull” strategy – to land on the radar of “A” players from coast-to-coast.
A “push” strategy is when companies become proactive by reaching out to candidates about specific roles. Because this is so time-consuming, companies often rely on recruiters to handle this process.
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