A Few Ways Executive Search Professionals Improve Your Hiring

We’re the ones that move the movers & shakers!

The first quarter of 2015 has seen a plethora of warnings to employers about the imminent scarcity of talent. All predictions suggest that companies will find it increasingly difficult to recruit qualified candidates. Traditional hiring solutions such as job boards and LinkedIn are likely to attract active jobseekers, not the talent that will make a difference to your business. Recruiters go out and find the cream of the crop. They don’t rely on job boards as most of the top performers don’t peruse the boards. They are too busy staying at the top of their game and know a recruiter like myself, who is an industry expert, will contact them as they are well connected..

If that sounds familiar, it may be time to work with a specialist recruiter for your next hire. Here’s why:

Recruiters are skilled in engaging with talent: Identifying qualified candidates is one thing. Attracting and engaging with that talent requires the skill of a recruiter who specializes in your sector. You may be innovative when it comes to IT development, but selling your job offer to a candidate who probably has three more on the table requires an in-depth understanding of the market, your competition, and the candidate. Most employers don’t have either the time or resources to achieve that understanding and even those with a dedicated HR department may lack the skills to actively source, recruit and build relationships and trust with candidates. They are overworked trying to fill too many requisitions.

Recruiters understand the requirements of the job more than you do: A recruiter will also advise on whether or not your expectations are realistic in terms of both salary expectations and caliber of available candidates. They know where to find the talent your business needs, how to attract their interest – and how to manage your expectations. A good recruiter knows what the industry is doing before most people. They know who is doing what and when first.

Recruiters reduce time to hire: High achievers aren’t searching for your vacancies; they are focused on exceeding their preformance objectives. They won’t respond to traditional recruiting methods such as job boards and networking sites. Both of these sources are time consuming and will not provide you with a suitable shortlist.

A search firm’s established teams locate and approach candidates quicky, reducing time to hire. How often do you lose talent in your pipeline due to lack of communication and engagement? The biggest problem clients often face is making a choice from their shortlist!

Recruiters are more likely to secure acceptance of your offer: A skilled recruiter liaises with candidates throughout the hiring process, providing feedback and advising on the job offer. Counteroffers are on the rise. Experienced recruiters will ensure that their candidates are pre-qualified – and that includes handling the counteroffer, ensuring that all potential objections to your offer are anticipated and resolved in advance.

Recruiters reduce the cost of hire: The cost of replacing a departing employee is estimated at between one third to three times their annual salary depending on the impact of the role within the organization. Most employers commit significant costs to advertising, screening and interviewing candidates only for it to result in a bad hire, increasing hiring costs further. A skilled recruiter provides a shortlist presentation through to on-boarding and the integration of the new employee. Happy employees mean higher retention levels, a more engaged workforce and reduced hiring costs. When you add up the costs of posting a job, the time it takes to filter through all the resumes, phone screen, set up a few interviews you have spent more hard money than the recruiters fee and taken much longer to fill the position. Now, if you don’t fill the position you still would have spent the same amount with nothing to show and you would need to do it again. By the time you are finished, if you hire someone, then you would have spent double or triple the fee with nothing to show and you are losing revenue for every day you have unfilled positions. You could be looking at well into the six figures of lost potential revenue and a contract that could be lost.

A recruiter is your coach and guide in solving your problems and helping you to reach the next level. They are a value added all the way around for you. So I ask?

When it comes to sourcing the best available talent, can you really afford not to seek a consultation and work with a recruiter who has your best interest in mind?

George Genel
GSI Search International, LLC