10 Reasons Employers Should Use Independent Recruiters

1. Recruiters can attract the best people

Why mess with what makes the business a success or a failure? If your business depends on finding good employees and they are what drives your profit and results, then why try to do recruiting without the benefit of a professional focused on your company’s needs.

2. Recruiters define and describe the position best 

The use of professional independent recruiters will force you to know what you are looking for. A recruiter knows what is out there and can coach you on the realism of your position description, the availability of talent, and the cost of the talent you need

3. Recruiters keep employers focused

Is locating talent your company’s core competency? If so, then go it alone. Just because social media makes candidates more accessible to you does not mean you will be better served to do searches for talent without a recruiter. Your company probably has the know-how on what you do best as an organisation, but do you need to leverage your time on recruiting? Do what you are good at, not just those things you have access to do.

4. Recruiters save employee time and cost 

Not only will a search for an employee distract managers and leaders, it will also cost the company more money than a search turned over to an independent recruiter. Employers are doing the same thing today with recruiting. Do you really want senior managers and leaders out on social media looking for talent? And are you sure you know what their time is worth per hour? Add benefits and overhead to that number and independent recruiters look like a bargain at any price.

5. Recruiters speed up  filling the job role

The real costs or opportunity costs of an open position can be enormous. Many studies say that in profitable companies an employee generates 3 to 5 times their annual salary in value. So if you leave a £40,000 position open for just one additional month, that is £10,000 to £17,000 the company will never see again. Independent recruiters can also focus efforts on the likelihood of a “yes” when the offer is eventually made. I’m very certain that most managers do not have the skills needed to coach and troubleshoot all the reasons a candidates would say “no.”  In fact, it would be very unlikely that a candidates would share with the employer the reasons for a potential “no” until it is too late. Independent recruiters have the position with a candidate to ask what a staff member may never uncover.

6. Recruiters know where to look for talent 

If you are 100% confident as an employer that the best candidate for your opening is on social media, then maybe a recruiter is unnecessary for building the short list. We all know that is not likely as some candidates are “passive or not active” job seekers. You need an independent recruiter with networks and tools to find these people. Recruiters have the tools, subscriptions, a peer group for support and a network that is better than yours. A simple question: Is your manager capable of calling into the competitor’s company to get their best talent out for an interview? If they do that, will the competitor know what you are up to within minutes?

7. Recruiters know how to attract talent 

Recruiters are expert at understanding motivation to move. They can predict for you the proper and real motivation versus the misleading and bogus motivation. I can only guess that your managers and leaders have not been trained in doing this?

8. Recruiters are less apt to lose the best candidates 

There is likely only one best candidate for your open job. Do you want that candidate being handled by an inexperienced manager or someone that does this 20 times before breakfast?

9. Recruiters offer a method for continuous improvement

Why stop recruiting after you fill the job? If you can keep your staff focused on the core business but have a recruiter looking to replace the weakest player on your team, you will be on a path to continuous improvement. Don’t recruit one at a time, recruit always. Independent recruiters allow you this potential.

10. Recruiters produce results 

What other professional group do you work with that will work on a contingent basis? What other professional group guarantees their work even though they have little control over what you do to ensure the success of their placement? Most candidates leave because they don’t like the company or the direct supervisor and the recruiter has little to no control over those two contributing factors, yet they guarantee their work.

If you are 100% confident as an employer that the best candidate for your opening is on social media, and that your managers can attract those candidates, will never scare off good candidates, and will not increase the chance of a turndown by the best available talent…then you are running a recruiting company, not a business focused on whatever it is you do as an employer. You are in the wrong business, we have found the next great recruiting organisation!

I hope one or more of these becomes useful for you. Here at Positive People we put the Positive into recruitment.