Consumers and businesses often engage specialists and brokers to assist with critical guidance and purchases. Imagine buying a home, making financial investments, seeking legal advice, or utilizing insurance products to manage risk without a specialist or a broker to help navigate the details. For the same reason, top employers know how important the role of a recruiter can be in helping identify key talent for their business. Bottom line, industry leaders know and understand the value of recruiters. Below are some primary considerations that are critical in understanding the value of a recruiter.
As in making any significant or critical purchase, you want to make sure you go with a proven resource. Differentiating recruiters can be more difficult than it sounds, so we encourage employers to make sure that the recruiter is specialized. Not all recruiters specialize in an industry, but many do. Recruiters should be intimately involved and connected with businesses in your industry, including your local and/or national competitors. As an alternative to the industry expert, you may also consider the technical expert. These recruiters are industry agnostic, but they are well versed in the knowledge, skills, and abilities within a particular discipline, like accounting, human resources, or engineering. That said, not all industry or technical experts are created equal. Make sure you consider the depth of experience that your recruiter brings to the table. Find out how many related searches they have recently been part of, or how many total years of experience they have in the desired area. Recruiters with more years of experience have likely seen more searches and have been engaged by many types of employers, not always, but usually an indicator of ability. Depending on how vital your need, experience can prove to be the critical difference, not unlike other specialists, such as attorneys or doctors.
Experienced and effective recruiters can help employers extend their reach. They have technology that helps them manage their relationships and relevant information, and allows them to bring both passive and active job seekers to the table. This is a significant advantage, because we have found that the best hire is most often a passive job seeker, so employers using job postings or resume databases are only tapping into the talent pool that is actively engaged in a job search. In addition, recruiters can extend an employer’s reach to talent outside of their geographic area to ensure they are evaluating the best talent, not just the best active talent seeking work.
Experienced recruiting firms and their recruiters bring all types of knowledge to the table. For starters, established recruiters have worked with many types and sizes of employers. From this experience they have learned the many differentiating aspects of leading employers. This knowledge affords them the perspective to help employers develop an employee value proposition, as well as effective job descriptions that can improve the positioning of their business as well as the position they are seeking to fill. Accomplished recruiters can also help provide information around best practices not just related to hiring. As an example, they can provide insight relating to interview methods and compensation trends, to name a couple. In addition to business knowledge, good recruiters are knowledgeable in an industry or area of skill. This knowledge can lead to a deeper talent pool and better qualified applicants, as well as a quicker turn-around time on a search.Other knowledge that can differentiate recruiters is their ability to execute sourcing and recruiting strategies that extend their reach. Their specialized knowledge related to data mining, Boolean searching, data management, and business intelligence, collectively, helps ensure a robust pipeline of talent available for vetting.
Understanding and finding talent is definitely an important part of the value that recruiters bring to the table. Truly experienced recruiters add additional value in helping navigate the interview and offer process. This can be equally tricky, because it cannot be assumed that finding the talent is sufficient to secure a deal. Effective recruiters know the common issues that can often derail the interview or offer process. These can be related to culture fit, other job offers, relocation struggles, spousal employment, accrued bonuses, as well as vested options and retirement plans, to name a few. Understanding and managing both employer and job seeker expectations can also be tricky, but great recruiters help close the gap between employer and job seeker expectations, which has all too often led to a strained or failed hiring endeavor.
Okay, in this article we’ve talked about many important elements that differentiate top recruiters. You might be saying, “so what?” The answer: Top recruiters provide the best return on your investment, not just of your money, but of your time. Recruiters fully leveraging the key skills mentioned above provide better talent, improved interview results, a successful conclusion of your search, and the subsequent returns yielded by an improved workforce.