Hanging a “Help Wanted” sign in your shop window isn’t the classiest way to advertise your small business’s desire for new employees. While the written notice might attract some attention, it isn’t likely to attract the best talent for your business. Sure, there’s the standard classified ad highlighting your company’s employment needs along with countless online job boards, such as Craigslist, that can help get the word out. But if your goal is to attract talented, highly qualified candidates whose professional goals mirror your company’s mission, it might behoove you to hire a professional recruiter.
According to Evan Slaton, a Senior Recruiter for Solu Technology Partners in Columbus, Ohio, the role of an employment recruiter is clear. “Our recruiting team works with talented information technology and financial professionals in the field, who are processed through Solu Technology Partners internal methodology to ensure quality in each skills set and perform all necessary checks that each of our customers require before matching them to our customers’ needs.”
In order to ensure Solu Technology Partners finds the most qualified candidate for a client’s job opportunity, the company gains as much information from each job applicant to “ensure the customer receives the best talent for their open” opportunity, says Slaton.
Top tips for employers considering a recruiting agency
There are several factors to consider before deciding whether working with a professional recruiter is the right option for you and your company, suggests Slaton. Those include:
Ensuring the person responsible for hiring at your company has at least one in-depth conversation with the recruiter to ensure they have a firm grasp of what your business does and what kind of employee would make the best fit with your team;
Having the company owner interview each job candidate suggested by the recruiter;
Requesting the recruiter perform all manner of due diligence to determine the veracity of all of a job applicant’s claims, such as education, experience and professional references;
Having the recruiter administer a variety of tests designed to analyze the competencies and skills of the most qualified candidates; and
Requiring the recruiter to provide all relevant facts and analyses of the top employment prospects. The recruiter can and should also offer their professional opinion about each candidate to the company owner.
Why hire a recruiter
According to Slaton, when employers choose to hire a recruiting outfit to help them find the most competent job applicants, they /hopefully will “find comfort knowing they are getting recruiting support that has extensive knowledge in their field to locate the best talent for them. This frees up the hiring manager and the HR team to work on other internal issues.”
Another benefit of hiring a recruiting firm to help a business find the best employees is that the employer doesn’t have to fund an internal team charged with that responsibility. “The recruiting firm supplies those expensive tools,” says Slaton, noting they include job boards and databases of appropriate job applicants. For a recruiting company to be successful in today’s tech-savvy world, its employees have to on the cutting edge of various technologies, software and apps that will support their efforts to find their clients the right applicants.
Moreover, “Recruiters have a very good understanding of current competitive market rates by skill and level of experience. This insight is invaluable for the employer when negotiating compensation for the open” position, says Slaton. Hopefully, he says, the recruiter’s knowledge base instills confidence in their clients that their financial investment in retaining a recruiter was worthwhile.
Employers who hire recruiters to help them find the best talent for their team should not worry they will lose control of the hiring process, says Rose Marie Fujimoto, Slaton’s colleague at Solu Technology Partners. To ensure a company gets to interview the most qualified candidates for an open position when a recruiting firm locate those individuals is to keep the lines of communication open. Regular feedback and discussions are key to ensuring the dates and times of candidate interviews are not lost in the shuffle.
Another benefit of working with recruiters is the hiring firm does not waste time and money conducting a candidate search. Because recruiters implement battle-tested methods for locating and vetting candidates, a business that partners with a recruiting firm to help fill open positions actually saves money because the search for the right people is streamlined.
“Quickly finding the right person for the job will save money,” says Fujimoto.