| Recruiters can be a good option, in certain | | | | develop a framework for hiring, to save yourself |
| circumstances, but there are pitfalls to the process. | | | | time and money the next time around. |
| When should you use a recruitment consultant and | | | | 6. The recruiter can give you competitive information |
| why? The services of a recruiter are expensive and | | | | as they are talking with people in your marketplace |
| you want value. The main goal of this article? To | | | | every single day. |
| ensure value is exactly what you get. So, why use a | | | | Reasons four, five and six detailed above all provide |
| recruiter at all? Why not just do the leg work | | | | you the opportunity to transfer skills from the |
| yourself? | | | | recruiter to you, so that you have more knowledge |
| There are a number of different occasions when | | | | and understanding for the next time around. |
| using a recruiter is the optimal decision to make. In | | | | When you’re using a recruiter, you |
| fact, there are six different instances when this is | | | | shouldn’t simply be expecting them to present |
| the best move: | | | | you with resumes. Recruiters should help you to |
| 1. You are too busy and don’t have time to | | | | reduce your risk. This is where recruiters should really |
| recruit. | | | | add value. If they’re doing their job right they |
| 2. You had a poor response from adverts that you | | | | should be assessing whether a person would be a |
| placed and you want to stop flogging a dead | | | | good fit for your organisation or not, both in terms |
| horse and try a new approach. | | | | of skills and culture. |
| 3. You are inexperienced / there is no HR | | | | How can recruiters REALLY help you fill your staffing |
| department, or they are too busy to help. | | | | needs? |
| 4. The role you’re hiring for is rather unique or | | | | A recruiter who is doing their job correctly will be |
| a one-off for your company and you are not sure | | | | doing two things for you: |
| how to approach the recruitment task. | | | | 1. Helping you to define your needs effectively |
| 5. The position you’re hiring for is a role you | | | | 2. Providing an objective assessment of applicants |
| recruit for often, e.g. call centre staff, junior sales | | | | (this is only really possible though if they are not on |
| staff. In this instance, a consultant could help you | | | | commission, but unfortunately most are). |