First, welcome back from the holidays! I hope you are ready to get back to work. 2015 looks incredibly promising for US business. The economic outlook is positive and companies are finally feeling some confidence about the growth over the last 12 months. Many of us have walked into a ridiculous number of emails to review and what feels like an endless amount of “catch up.” One of those tasks might be handling your vacancy postings and the overwhelming responses.
It is a common occurrence: post a job early- to mid-December and spend half of January trying to sift through the applications. Unless your job description is “recruiter” and your employer is paying for this duty, are you really spending your valuable time most wisely?
Let’s face it. Hiring new or replacement employees is getting tougher and tougher. The pendulum has swung and it’s now a candidate’s market. You not only have to post job ads, but you have to sell the job and your company to attract the talent you need.
Posted vacancies mean managing responses, skills evaluation, and initial screening before you ever speak to the ones who look promising. Then, it’s on to phone interviews, face-to-face interviews, verification of education and employment history, etc. You wait with bated breath to see if someone accepts your offer. Of course you’re not done. Background checks, drug screens and on-boarding. What if your new employee decides not to show on start day? It’s back to the drawing board, and did you forget your “regular” duties and responsibilities required each day?
Here are 4 tips for how using an employment consulting firm is going to achieve all the tasks above and give you peace of mind you’ve hired the best candidate available for your vacancy.
1. Get perspective
Unless your job title is Recruiter, you likely don’t have time for this type of work and you’re probably not trained to do it properly. Most of our clients are responsible for managing departments or projects, producing something, or handling the operations of a company or division.
Recruiting firms do one thing: fill job orders. Finding people for jobs is our only job. We talk to companies and candidates all day, every day. We know who’s looking (even if their employers don’t), where the skills are, what pay rates are competitive, what’s trending across skill sets and industries. All we do is jobs.
Bonus Tip: If you’re thinking that all of this sounds like the Human Resources Manager’s responsibility, I encourage you to ask your HRM about how it. Be prepared for the stapler to fly at your head. HR departments are there to manage and develop current employees. HR does NOT equal recruiting.
2. Don’t beat up the salesperson
The salesperson is there to relieve your stress, not cause it, so hear them out. I’m not saying buy into a pitch, but have the discussion. They are seeking information that will determine if they can assist you appropriately. It is only damaging to our reputation if we don’t meet our clients’ expectations.
Answer questions honestly about the challenges you have with hiring and what your real pain is without the roles filled with the right people. Is this an urgent need or a desire? Who has to handle the workload if the position isn’t filled? Withholding information means the work we do for you is less efficient. We’re here to provide a relational service that hinges on the most fluctuating variable on earth–people.
3. It’s not cheap, but you’re already paying more without us
This is one of the few circumstances where a team of expert works for your company for FREE prior to you needing them. You only pay after the job is completed, and you save your company money by staying focused on your primary responsibilities. Recruiting firms are ahead of the game because it is their business to attract and qualify candidates for your job before we have the job order. We recruit all day, every day.
Once your requisition is qualified, we can estimate a fair market value for our services because of the time we’ve already invested in developing our connections, the evaluation of match for your needs and environment within that candidate pool, and selling your company and job to qualified candidates. We’re not saying it’s cheap, but evaluate the cost of your time away from your primary duties, and the cost of what isn’t being accomplished because you’re busy recruiting for the open position. You will find the price of using a recruiting firm is typically much less than the total cost of your lost time and productivity.
Client Objection: Many prospective clients say, “Your fees are too high for submitting us three candidates.” Think of all the people we didn’t send. The value of our service is our expertise, market knowledge, and connections. We will provide you with only the best-qualified candidates, not bombard you with bad matches.
4. Reasonable expectations = exceptional results
If you and the recruiting representative have established rapport you both should leave the table feeling confident. You should feel relieved. A trusted partner who clearly understands your need is taking a burden off your shoulders. They have not promised you the moon or purple elephants that also do data processing; but they will have given you a reasonable timeline of when you should expect to have quality candidates ready for interview. Everyone must understand what the other will deliver and agree to communicate throughout the process. If so, the results are win-win.
Still have questions or doubts?
If you need qualified, talented IT professionals, give me a call and let’s explore your staffing needs.
Business Development Manager
Photo credit: Image is used courtesy of “iprostocks” and FreeDigitalPhotos.net.