For most companies in this high-demand marketplace, good people are difficult to find, hard to attract, and many times even harder to retain. “Value add” has little relevance for them if you cannot deliver good people, on time, every time.
Consider the three things that companies value MOST from recruiters:
First, and most importantly, they attach the highest value on your ability to identify, approach, attract, and deliver qualified employees for their organization.
Second, once the individuals you have delivered have been hired or assigned, they must perform the essential job functions at or above the criteria that define success for the position.
Third, if you have delivered the proper employees to their organization, your clients should be able to retain them for an extended period of time.
Recruiters Understand the Importance of Cultural Fit
A popular phrase has recently popped up in hiring: “the soft stuff is the hard stuff.” By “soft stuff,” recruiters mean soft skills, like cultural fit and those other factors that can’t be taught. They are hard to identify and assess. That could be why 89 percent of hiring failures are the result of poor culture fit. A SHRM study found every time a business replaces a salaried employee, it costs about 6-9 months’ salary on average. For a manager making $40,000 a year, that’s $20K-$30K in recruiting- and training-related costs. Cultural fit is a necessity in the hiring process, but it takes an understanding of the balance between the necessary hard and soft skills. It also requires assessment knowledge to effectively establish a connection. Not surprisingly, the identification and assessment of such soft skills and cultural fit isn’t simple. If it were, we wouldn’t be able to blame cultural fit for 89 percent of failed hires. It takes someone experienced to handle the complicated task of assessing cultural fit and soft skills.
Recruiters Are Experts in Their Field
It sounds far too simple to be a valid argument, but the recruiting field entails so much more than simply finding the right person for the right job, and this fact is commonly overlooked. Recruiters have industry knowledge that makes them irreplaceable. They know about industry-specific talent supplies and demands, which play vital roles in quality attraction. Because of this in-depth knowledge, recruiters know how to create compensation packages and job offerings that will keep quality talent coming in. Very often, the skill of a recruiter is diminished in the eyes of the hiring manager because they make what they do look so simple. What those hiring managers seem to forget is that recruiters are experts in recruiting. Their job takes a considerable amount of patience, skill, and experience. As mobile recruiting, social recruiting, and alternative talent communities continue to grow, organizations need people versed in all recruiting mediums, functions, tools, and processes. While job boards are still relevant, they are no longer the only talent attraction method. By depending solely on job boards, employers are limiting their reach, essentially stifling the growth of their talent pools. Specialization and expertise will always create efficient processes that lead to savings in vital business resources. Recruiters are an excellent example of efficiency through specialization.
Recruiters Reduce the Costly Margin of Error in the Recruitment Process
The natural inclination for many employers or hiring managers who believe recruiting will be easy is to try and do it themselves. What they don’t realize is how costly the margin of error in recruiting actually is. There are any numbers of roadblocks in recruiting that can end up costing far more than an external recruiter’s fee or recruitment budget.
For more information about talent recruitment service, please view Talent Spot website:
http://www.talentspotgroup.com/job/selection
