The Value of a Good Recruiter
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.
Proven Experience
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.
Extended Reach
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.
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