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Every company's talent acquisition effort should include a high-quality external recruitment agency. When you identify it staffing and recruiting corporation like this, the worst thing you can do is push it to follow internal rules or procedures that undermine its strengths. Leverage their skills, pay their one-time charge, and know that recruiting the greatest individuals is a multi-year investment.<br>www.lightsapien.com
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10 KEY REASONS: USE IT STAFFING AGENCIES Staffing organizations assist businesses to discover talent. By staffing companies, I mean external search firms that charge for placements. Staffing agencies, RPOs, contingency and retained executive search companies, and hybrids. External recruiters are no better than corporate recruiters, other than doing fewer assignments and being paid based on outcomes, not activity. This helps represent stronger candidates.
As they include both active and passive talent, they may improve the quality of each employee: If a candidate is manifestly superior to those your company discovers on its own, you should pay at least 20 percent more. To get a sense of this, compare the company's top candidates to those you're interviewing for the same positions.
Less work gives them time to practice seeking. You'll hire stronger folks: To effectively acquire passive individuals, one must possess exceptional recruiting skills. To succeed, recruiters must excel in this area. Corporate recruiters do not have time to attract passive prospects due to their workload.
They entice elite talent: The best passive applicants, especially those with three or more years of experience, actively seek out the best third-party recruiters. This is a significant advantage over firm-specific recruiters.
They maintain vast talent networks: Strong recruiters construct networks of passive job candidates. This provides companies with a speed and sourcing advantage, enabling them to quickly locate outstanding personnel.
They comprehend job requirements, thus you will be able to hire self-starters: Strong third-party recruiters, especially industry specialists, comprehend both the job and hiring manager's needs. Recruiters are capable of doing this, but they seldom do so. Too many corporate recruiters overemphasize skills, experience, and compensation when selecting candidates, therefore eliminating people with tremendous potential and varied backgrounds.
They can locate passive candidates more quickly: It takes more effort to convince a person who isn't interested to examine an offer. The majority of corporate recruiters prioritize active candidates. 80-90 percent of the time, the best external recruiters network and attract passive prospects.
Employers rely on them: The most effective third-party recruiters should collaborate with hiring managers. This is hard for a corporate recruiter to replicate with a large number of hiring managers. Numerous talent leaders prohibit external firms from collaborating directly with recruitment managers, forfeiting a key opportunity for cooperation.
The best employment firms have longer guarantee durations: If an external recruiter is unable to provide a six-month or one-year guarantee, I would question their ability to locate qualified candidates. This kind of guarantee should not pose a problem for a contingency or retained search firm if they are competent.
External recruiters focus on placements, not activities. You will need fewer candidates to hire a top applicant: Some recruiters put as many candidates as possible into the hopper in the hopes that one would stay. Avoid these hiring managers. The best external recruiters work with fewer candidates of high caliber and do not need to present more than three to four candidates to hire one.
As a result of the consultative nature of external recruiters, candidates accept positions for the right reasons: The most effective external recruiters emphasize long-term career opportunities to passive candidates. This may be more time-consuming for the recruiter, but it increases the likelihood of a successful hire since the offer will be accepted based on the candidate's interest in the position's responsibilities and growth potential rather than monetary compensation alone.
Conclusion Every company's talent acquisition effort should include a high-quality external recruitment agency. When you identify it staffing and recruiting corporation like this, the worst thing you can do is push it to follow internal rules or procedures that undermine its strengths. Leverage their skills, pay their one-time charge, and know that recruiting the greatest individuals is a multi-year investment.
