As a company, you deserve the best. You deserve the best employees to represent your organization. So . . . how can you find the best and brightest candidates and convince them to work for you?
One option: recruiters.
By using recruiters, you can tackle that task more efficiently and effectively. But what are the best practices when it comes to using recruiters? The below Q&A session should help.
Q: Why should a hiring manager use a recruiter?
A: The main task of a recruiter is to find good candidates for any open positions that you have in your organization. However, there are a couple of factors to consider with this seemingly simple assignment.
In order to avoid legal issues, a recruiter has to make sure there is compliance in their hiring practices. Recruiters often find themselves training their hiring managers on how to interview candidates that the recruiters have found and on the selection process itself.
If the hiring manager has questions on the hiring process, he or she turns to the recruiter for the answers.
Q: When should a hiring manager enlist the help of a recruiting agency or firm?
A: Employers usually use recruiters when one or more of the following situations occur:
• There has been trouble filling an open position.
• The job was posted and there was not an adequate enough response.
• There is not enough time to recruit for the open post.
• The position has experienced a high turnover rate and expert help is needed.
• The organization does not have an internal HR department.
Q: What is the benefit of using a recruiter instead of the Internet?
A: Well-trained recruiters have that indescribable human quality that can pick apart the seemingly “perfect” candidate and discover that the candidate is not so perfect after all. Being “perfect on paper” does not cut it in the job market.
The right personality is a vital component so that the recent hire can become a success story. The talent you will find through online searches is most likely not what you desire. Candidates who are talented are rarely on job boards. Most of these candidates do not like being chased by recruiters and employers who have found their information via the Internet.
Therefore, it’s important for a hiring manager to avoid job boards or recruiting agencies that rely heavily on Internet searches.
Q: Is it more suitable to have internal recruitment talent or to use an outside recruiting firm?
A: It’s more of a matter of personal preference than anything else.
Many organizations seem to prefer using external recruiting firms because internal HR can become very costly. Furthermore, external recruiters often know more about the overall industry than internal recruiters.
On the other hand, one could argue that internal recruiters know the inner mechanisms of your organization better than an external firm, which in turn means that internal recruitment would be better suited for your talent search.
Regardless of your preference, be sure to find recruiters who understand what you want in your future employees.
If you’re looking to hire exceptional candidates, then we invite you to connect with our team today and see what The Doepker Group can do for your organization.
We also invite you to click HERE to find out even more about the many services that we offer to employers.