When It’s Time to Consult a Recruiting Firm
Ask anyone who works in HR—it’s a candidate’s market. Organizations looking to hire full-time staff are struggling to fill current job openings, regardless of industry, regardless of role. Sure, companies may receive several applications, followed by interviews with their top few candidates, but when it comes down to that final job offer to the one perfect candidate, chances are organizations may not get the optimistic and immediate “yes” they were hoping for. These days, qualified job seekers have a wealth of options to choose from, meaning the onus is on companies to find and win over talent, not the other way around.
Adding to companies’ already stressful task of hiring qualified candidates is the need to hire for specialized roles. And, with U.S. unemployment rates dipping below 4 percent at the beginning of this year’s second quarter, companies don’t have a robust pool of candidates to choose from in the first place.
Now that we’re entering an era where almost every role on the market is niche and difficult to fill, companies need all the help they can get. Partnering with a recruiting firm to supplement internal efforts when looking to fill open positions gives hiring managers the competitive edge they need to close the deal. Here are four reasons organizations should consider consulting with a recruiting firm to help fill specialized roles:
An objective, expert point of view, when it comes to evaluating candidates. Internal hiring managers are motivated to get someone in the door as quickly as possible. But the desire to extend an offer ASAP makes it difficult to maintain an objective view of a candidate’s potential. While organizations traditionally look to interview candidates with similar backgrounds and qualifications, good recruiting firms think outside the box to fill candidate pipelines. With huge networks of potential candidates, recruiting firms connect their clients with qualified job seekers that may have been overlooked by internal talent acquisition teams.
A people-first approach that singles out only the best talent. While a resume does a good job outlining a candidate’s skills and experience, cultural fit and personality are impossible to glean from a piece of paper alone. In order to avoid bringing in potential candidates who ultimately aren’t a great cultural fit, recruiters will meet with candidates in person to vet their skills, personality and cultural compatibility before they ever connect with a hiring manager. Additionally, if candidates do make it to the next round, recruiters will work with the candidate to prep and train them for their interview in advance of meeting with their potential employer.
Vertical-specific knowledge of various industries. Many recruiting firms have practice areas dedicated to specific industries and job functions, which allows them to tap into specialized talent pools more successfully than internal hiring teams. HR coordinators with no experience in business logistics, for example, likely aren’t the best people to identify a qualified candidate for a specific role in that area. And companies looking for one-off positions (as opposed to mass hires) are sometimes out of touch with appropriate salary bands. A specialized recruiting firm has vertical insight that ultimately helps organizations get the best candidates possible for their specialized roles.
Insight into regulatory changes that have a massive effect on businesses. Every year, there are new regulations that emerge that directly affect business operations. The secondary impact? Newly-minted roles developed to help companies comply with said regulations. Take the ASC 606 standards, which simplify how companies record revenue from customer contracts, or GDPR, which created privacy standards for companies operating in the European Union. These new rules and regulations often lead to companies having to hire experts who are equipped to implement new policies; more often than not, companies either aren’t up-to-date or even aware of certain regulatory changes that will affect their operations. Agency recruiters, on the other hand, are continuously keeping tabs on these ever-changing regulations to prevent their clients from falling behind.
The competition is fierce when it comes to finding specialized candidates who have all the qualifications a company is looking for; that’s where it pays to partner with a recruiting firm that has a consultative approach and a wide range of industry specific knowledge. If a company properly vets their firm, chances are they’ll be thrilled with their end result.
Candace Murphy is the IT recruiting manager at Addison Group.