When To Hire A Recruiter

by Shannon McKain

When to hire a recruiting firm?

People are your greatest asset. They’re your brand ambassadors and the lifeline to help build your business. According to a recent study by Paycor, labor costs can account for up to 70% of total business costs, which means they’re also your biggest investment, both in terms of finances and time.

It’s true that headhunters, recruiters and staffing agencies can come at a premium cost difficult to digest for a small or medium size business. That cost is the reason many businesses shy away from seeking help outside of the organization. But remember what I said in the first paragraph, that people are your biggest investment? That’s the main reason why you should consider spending the extra money. Wondering when is the right time to make that decision? Let’s dive in to why and when the cost to work with a headhunter or professional recruiting firm makes sense.

Why you should partner with a headhunter or recruiting firm.

A headhunter’s job is to be your partner through the entire process and to have your best interest in mind. They share your goal to fill the position quickly, and with the most qualified candidate. A headhunter doesn’t want to re-fill the position down the road and most (good) headhunters pride themselves on never having to do so.

Headhunters can source passive candidates in addition to active job seekers. This is an important one! It’s common for companies to post a job, then wait for candidate resumes to trickle in. However, a good headhunter will understand your business, your company culture and the nonverbal idiosyncrasies that make your organization tick. Powered with that information, the headhunter can proactively work through their internal candidate database and call on prospects employed at other companies who may not be actively looking, but who may be a great fit for your company. Their proactive vs. reactive approach can make all the difference.

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The Type of Talent Recruiters Should Be Fighting For

There are certain attributes exceptional candidates have in common, and it’s up to the recruiters to recognize them and fight for them. Not all candidates possess all of these talents, nor do they need them all, but if there are candidates that naturally encompass a few of them, they are bound to become a rising star at whichever company fights the hardest for them. In no particular order, here they are:

Data Cruncher
With big data being at the forefront of a company’s growth, candidates should be able to crunch numbers, analyze data and explain what those numbers mean. This skill proves intuition, analytical abilities and top-notch problem solving skills. You’re not looking for a robot, rather someone who knows what numbers mean, not just what their numerical value is worth.Michael Thomas Executive Search

Communication
All employees, from every company, represent their employer. The best employees communicate intelligently on a social, public and interpersonal level. Whether this candidate is giving a presentation to hundreds, or having a one on one meeting, they communicate sincerely, accurately and professionally. Businesses can’t function without great communication, and it all starts with their employees.

Influencer
This trait comes in many forms. The ability to influence the growth of a business, the ability to influence a group at a meeting, or even the ability to influence the business your company is in. If a candidate can influence, they have the ability to lead. And, if you’re candidate can’t lead, they can’t grow.

Decision Maker
Being able to make a decision, and follow through on that decision, is one of the most admirable traits a candidate can possess. So many others are coy when it comes to decisions because they don’t want to be held responsible if something went awry. Great leaders make decisions, and if they’re the wrong ones, they are the first to understand why and they’re the first to work towards a solution.

Original Article found HERE.