You are an expert in your business, not in recruiting.
In 2022, hiring the right talent for your open position is imperative to the health of your business. The wrong hire will cost money, negatively impact the moral of other employees and possibly slow projects down. Hiring managers are stretched as thin as everyone else and the talent shortage and ongoing public health issues just add to the stress of everyone involved.
Talent acquisition is a full time job that requires a diverse skillset, especially in today’s hiring environment. Maybe, just maybe, it’s time to bring in a recruitment professional to help.
A recruitment professional brings more to the table than a handful of resumes. A good recruiter knows where to look for candidates for your position. They have an established network that will include not just current job seekers, but people who aren’t actively seeking a new position but would be open to the right opportunity.
A specialist in the type of position you are trying to fill will know what a great candidate looks like. They will understand the skillsets needed and how to find someone who will fit your culture. They can advise you on how to craft your job description to attract quality candidates.
A recruiter has their finger on the pulse of the market. They can provide information on competitive salaries and benefits packages for your open position. Armed with this information, you can make decisions about which skills you truly need and where you might need to adjust your expectations.
With job seekers holding the cards, a talent acquisition specialist understands what candidates are looking for and how to present the position and the company as an attractive opportunity. The relationships that they build with job seekers allow them to get to the reasons a candidate might turn down a job offer. It gives them the opportunity to address issues that could lead a candidate to turn down the offer that might never surface during an interview.
There are costs associated with hiring and not just the cost of placing job postings. The time lost on core business work when current employees are tasked with parts of the hiring and interviewing process needs to also be taken into account. A professional recruiter saves these costs by being more efficient and effective at finding and screening qualified candidates.
Hiring managers need to focus on qualified candidates. A recruiter will give hiring managers the time for that focus by screening resumes, tackling first interviews, and setting up only the most qualified candidates for interviews.
To be clear, a professional recruiter isn’t hiring a candidate for your open position. The hiring manager has the final say on who is hired, when and for how much. But the hiring manager’s job can be much less onerous and more effective with the support of a professional recruiter.