Getting Every Dime out of your Relationship with a Recruiter

I learned recently that there are over 200 staffing firms in SE WI. I know what you're thinking---(That's a lot of solicitation calls!) I can't possibly screen that many :)

Some specialize in one specific industry, others are small one person shops, and still others are divisions of large corporations like Manpower or Adecco. However, almost all of them follow a variation of the same business model, a contingency service (no charge until the candidate is hired) with the fee based on a % of the candidate's first year salary.

So what sets them apart? In many cases, not much. I understand our industry is competitive, and sometimes it's a mad dash to see who can find the best candidate first, and solve a client's hiring problem.

A good recruiter though can provide so much more, and really be a strategic partner for an organization. Their service offers value in between searches, and helps companies brand themselves and be positioned to acquire top talent. Here are three ways a recruiter can provide additional value. If you're not receiving that, call me, perhaps there is additional service that is being left on the table.

We can be a Power Broker-By working day in day out in a specific industry, a strong recruiter learns valuable information from candidates related to recruiting them successfully. What type of salary expectations do they have for this type of work? Is the market tight for people with this type of experience? What are your competitors (not our clients) doing to attract this type of talent? Think of us as your own personal market researcher.

We are a Company Advocate-In a tight job market, candidates may consider an organization's reputation when choosing between companies. In addition to being there to spread the word to anybody we talk to about your selling points, a recruiter can also relay your brand to passive candidates that are still trying to decide whether or not to look for a job. When considering whether or not to open the search, that extra info could provide the final push.
We can Help Close the Deal-Many people don't like to negotiate salary and vacation, but have specific expectations that they may not relay to their potential future employer. By obtaining this information up front way prior to the interview stage, a recruiter can relay these valuable details to HR or the hiring manager. Therefore the first offer has a higher propensity to close, everybody's happy, and great work can occur faster.

In an exciting change of pace, (tongue in cheek) this week's hot list features current candidates, not openings. Please contact me if you would like to learn more about these individuals, or if I can provide any value to your recruiting process.

Tom: Engineering Manager
Electrical Engineering Degreed professional with background in flow meters and centrifugal pumps
Designed and put in place a Quality System for his last employer
Conducted vendor consolidation and product re-design to maximize efficiency within his team

Eric: Mechanical Design Engineer
MSOE graduate with background in custom product design
Utilized Solidworks to provide specific products based on customer's needs
Aftermarket application experience with end-user