Having a “recruitment
partner” is an essential piece to the overall success of your recruitment
strategy for any organization. Always
remember that a professional recruiter works for the hiring company, not for
the individual being sourced or applying to the position.
It is always a pleasure working with senior management groups who
understand the importance of having access to the most qualified and successful
candidates on the market. When changes
are being made within the company or if someone leaves unexpectedly, your
recruitment partner should be one of the first contacts you reach out to.
If your policy is that the
Human Resources department manages the tactical aspects of your recruitment
strategy, ensure that they understand the value your recruitment partner brings
to the table. Your recruitment partner
should be more than just funneling resumes; they should be an extension of your
company which enables you the following:
- Ensures access to top tiered professionals based
on your profile
- Understanding of your cultural dynamic
- Understanding of your business
- Validates the candidate through a thorough
interview and qualification process
- Provides you with information as it relates to
market conditions or the candidate landscape
- Compliments your corporate values, integrity, and
ethics.
The challenge recruiter’s
face is when your Human Resources department feels that they want to save money
on paying a professional services fee and try recruit on their own. This may show a short term cost savings,
however it isn’t the answer to a long term recruitment strategy.
Job boards, social networking
sites, and employee referrals are not much different to running a newspaper ad
(been a while since that happened…) and managing the resumes driven from those
sources. What your HR department is
doing, is essentially enabling random access to the active job seeker who may
or may not be qualified for the position or the company. What they tend to find is the “best of the
unemployed” vs targeting the top 20-30% of their preferred profile. I’ll be the first to admit that you will may
find a needle in a haystack, however this is the exception, not the rule.
Your recruitment partner
enables you the access and validation you are looking for. They take traditional, non-effective methods
as well as proven direct sourcing methods and engage a process which will
enable validation of a select group of qualified, top-tiered candidates for
your team to consider. Does your company
want access to the best candidates, or does your company want to fulfill your
recruitment strategy with limited access to the market?
Why would you not want to
engage a partner who can assist you with sourcing, qualifying, and validating
top-tiered candidates who could benefit your team? The long term benefits of hiring the right
candidate far exceeds the short term costs of utilizing a recruitment
firm. Job boards attract the best of the
unemployed, social networking sites and employee referrals are random and
potential candidates require validation.
Do you really feel that your
human resources department and all of your hiring managers have the time and
resources to thoroughly review, source, qualify, and validate these
candidates? Do they really understand
the candidate landscape? Are they
understanding of the competitive compensation levels they are seeking? Are they well versed with the intricasies of
your business and market segment? Based on our experience, most companies would
prefer their leadership groups to focus on what they are great at, and leave
the sourcing and recruitment of candidates to a professional.
Allan Welyk, President &
Managing Partner
Fusion Recruitment Group
allan@fusion-recruitment.com
; www.fusion-recruitment.com
