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Why hiring a recruiting professional can be a good business decision


Hiring a recruiting professional can help you not only avoid making the wrong hiring decisions, but also minimize the legal liabilities associated with hiring employees.

Here are five reasons why hiring a professional recruiter is a rewarding idea for most business owners.

1. Proven search techniques

Let’s face it. The more tools you have – and the more effectively you’re using them – the better candidates you will find.

A professional recruiting consultant will have a stockpile of helpful recruiting tools and resources and know exactly where to look for qualified candidates.

From online job boards to professional networks and contacts at other businesses, recruiting professionals develop a long list of sources that have a history of producing successful employees.

Their experience has taught them where the best candidates gather, so they don’t waste time sifting through less promising prospects. And when searching for candidates online, they know what keywords will produce the most relevant results. Their know-how allows them to tap into many types of databases to mine for the most appropriate candidates.

Say you try to chart this territory on your own. You might find that you only have a superficial understanding of online job sites. Without the expertise needed to navigate them, you probably won’t be able to take advantage of all these platforms have to offer, which can make it harder to find candidates that fit the niche role you’re trying to fill.

A professional recruiter’s experience using these tools can significantly improve your recruiting success.

2. Strong knowledge of the market

A knowledgeable recruiter should be able to paint a clear picture of the talent in your market.

Not only are recruiters personally speaking with candidates day after day, they also know how to leverage web analytics tools to obtain valuable data on things like market salary ranges and pay rates.

Having this information before you set out to find a new hire can be particularly valuable. It helps illuminate the job market and prevents you from spending unnecessary time searching for an employee you can’t afford.

For example, say you learn from your recruiter that you don’t have the budget to hire at the skill level you wanted, according to market rates. You could decide to adjust your expectations and job description so you can hire an employee at the skill level that fits your budget. Or, you could make budget cuts somewhere else to free up additional funds and hire someone with more expertise. You might also determine that you aren’t yet ready to bring a new employee onboard after all. Regardless of the option you choose, a recruiting professional can keep you abreast of current job market data and trends to help you make an informed decision.

Additionally, many recruiters have specialized knowledge relating to specific industries. If, for instance, you’re looking for a marketing manager, a seasoned recruiter will know why someone with a digital marketing background is a better fit for your role than someone with traditional marketing experience. They’ll also understand the skill sets and nuances that differentiate the two.

A recruiter with experience hiring marketers will also understand the ins and outs of different roles. This is especially useful for crafting job descriptions with specific verbiage related to required marketing skills. Knowing what you’re looking for in a candidate, and being able to effectively articulate it, can greatly increase your odds of hiring the right person for the job.

Your recruiter will bring special skills and tools to the table that will make it easier to chart a path forward.

3. Take the time to get to know the candidates

Unlike you, recruiting specialists don’t have to split their time between recruiting employees and running a business. Therefore, they have time to thoroughly prescreen candidates.

Your professional recruiter will sift through piles of resumes and call prospective candidates to conduct initial telephone interviews, so you won’t have to take time away from your core business activities.

A skilled recruiter also knows how to properly prescreen candidates for you. By asking behavioral-based interview questions that elicit responses about how applicants might perform in certain situations, recruiters can further narrow down candidates. They’ll be able to identify not only the candidates with the right skills, but also those who’d likely be a good fit for your company culture.

For example, if you were hiring for an event coordinator role, the recruiter might ask candidates to give an example of a time when they had to coordinate an event from start to finish. They might also ask things like, “What were the results?” or “What went well and what could have gone better?”

These types of questions encourage candidates to walk through scenarios and share whether or not they successfully executed their role. And, by prescreening qualified applicants, recruiters get to know top-tier candidates and can tell you their key strengths and weaknesses.

4. Access to the “hidden” job market

If you solely rely on job boards to find new employees, you will only attract people who are actively looking for a change. Job seekers aren’t necessarily the best candidates, which means there may be times when tapping into passive candidates is your best option.

Unfortunately, sourcing candidates who aren’t looking for a job is a delicate art. The potential candidate must be convinced that the opportunity is too good to pass up. A real “a-ha” moment must occur for anything to move forward.

Experienced recruiters are also able to use their existing network of contacts to their advantage. They often have direct access to some of the most talented professionals in a variety of industries, and they understand the best way to present an opportunity to get passive candidates interested. Equally important, a reputable recruiter will have the tact and integrity to approach passive candidates in a way that shows respect for them and their current employer.

While you may be able to pursue passive candidates on your own, this can be a lengthy process if you don’t know the ropes. A recruiter can navigate the hidden job market for you with ease.

5. Process management

Because recruiting is the sole responsibility and priority of your recruiting professional, they bring a laser-like focus to all aspects of a customized recruiting strategy, including sourcing, prescreening, face-to-face interviews and background checks. They’ll have the expertise and resources necessary to provide a successful outcome.

In the process of hiring new talent, HR compliance is a must. For example, it’s vital that all candidates are pre-screened in the same manner. And interview questions must stay in line with EEOC guidelines.

Likewise, in the application process, you want to make sure all forms are properly completed. As you move into the background screening, this is vital to keep things moving at a steady pace.

As a business leader with a million things vying for your time, trying to handle recruiting on your own can be a daunting challenge. Without a recruiter, missteps are all too easy to make, and some may prove costly to your business.

The good news is, help is available. While you’re busy running your business, a professional recruiter can handle the process from start to finish – all while staying in compliance with the law.

Want more recruiting guidance?

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