Blog Topic | May 9
As Red Adair famously said, “If you think it’s expensive to hire a professional to do the job, wait until you hire an amateur.”
The two biggest mistakes employers/managers make when using a recruitment agency are that they either pick the wrong one, or they don’t engage properly in the process.
Both errors will most likely result in frustration, financial or career pain and ultimately failure.
Clearly, people are the most important element of any business, which begs the question, why do so many organisations miss (mess up) the opportunity to recruit the right people?
Using a professional recruitment service is far smarter than using your own precious, limited resources, performing a job that is not your core business and keeps you away from performing your core, income generating, tasks?
You need to consider the value of good staff to your business and the processes you need to undertake to find the perfect fit for the business, considering both skill set and culture fit. You will save time and considerable expense by getting the process right the first time. Hence, you should look to form a partnership with your recruiter, ensuring they have an in-depth understanding of your business. A strong relationship between employer and recruiter means that positions are much more likely to get filled quicker as there is a greater understanding of what is needed.
Recruitment Services retain pools of candidates with a variety of skills across various business sectors which they can access to provide their clients with a far greater opportunity of finding the right person for their job.
Let’s look at 10 reasons why using a recruiter is the smart thing to do.
Why mess with what makes the business a success or a failure? If your livelihood depends on finding good employees and they are what drives your profit and results, then why try hiring without the benefit of a professional focused on your company’s needs.
The use of professional independent recruiters will force you to understand better what you are looking for. Understanding what attributes, qualifications, personality and values the perfect candidate would have allows you to create a comparison point to compare candidates against.
Just because LinkedIn or Seek makes candidates more accessible to you does not mean you will be better using your own time to do searches for talent. Your CEO probably has the know-how to mow the grass and pull weeds in your company garden, but is that really where you need to leverage his/her time? Just because there is a manual on how to use that machine in the factory, does it mean that you should run it without an operator that specializes and has trained to use it? Do what you are good at, not just those things you have access to do.
Not only will a search for a new employee distract managers and leaders, it will also cost the company more money than a search turned over to an independent recruiter. Do you really want senior managers and leaders out on Facebook and LinkedIn trying to find talent? You know what their time is worth per hour? Add benefits and overhead to that number and independent recruiters look like a bargain at any price.
The real costs for an open position can be enormous. Many studies say that in profitable companies an employee generates 3 to 5 times their annual salary in value. So, if you leave a $70,000 position open for just one additional month, that is $18,000 to $30,000 the company will never see again.
If you are 100% confident as an employer that the best candidate for your opening is on LinkedIn, then maybe a recruiter is unnecessary for building the short list. We all know that is not likely as some candidates are “passive or not active” job seekers. You need an independent recruiter with networks and tools to find those people. Recruiters have the tools, subscriptions, a peer group for support and a network that is specialised and superior.
Recruiters are expert at understanding motivation to move. They can predict for you proper and real motivation vs misleading and bogus motivation. It’s reasonable to assume that your managers and leaders have not been trained in doing this.
There is likely only one best candidate for your open job. Do you want that candidate being handled by an inexperienced manager or someone that is a specialist? Independent recruiters can also focus efforts on the likelihood of a “yes” when the offer is eventually made.
If the candidate says “no” it’s likely most managers lack the skills required to troubleshoot and negotiate with the candidate the reasons for their rebuttal. It is unlikely that the candidate would share those reasons with a manager at all leaving little space for the manager to change the candidate’s decision.
What another professional group do you work with that will work on a contingent basis? What other professional group guarantees their work even though they have little control over what you do to ensure the success of their placement? Most candidates leave because they don’t like the company, or their direct supervisor. The recruiter has little to no control over those two contributing factors, yet they guarantee their work.
No lock in contracts or commitments if a candidate is not placed.
Best of all Grange Gold Business Advisory guarantees that recruited employees will not leave their employment for six months following their appointment and a further COST FREE recruitment will be conducted in the rare event that a recruited employee fails.