Using a search firm is money well spent.
Probably one of the biggest obstacles a company faces when deciding whether to use an outside search firm is the firm’s fee. The company may weigh the capabilities of their internal HR department against an outside search firm and decide they don’t need to spend the money; their HR department can post the job, review resumes and set up interviews.
However, a good search firm goes beyond reviewing resumes of the best candidates currently looking for a job. A good recruiter knows the best candidates for a job are the professionals who currently have a job and are not actively looking. But how do they know?
A good recruiter has built relationships with the top talent in the field. That recruiter knows which professionals would be a good fit for a position and how to entice them into making a job change that will advance their career. So a good recruiter doesn’t simply choose the best candidate currently available; he chooses the best talent in the field and presents them with an opportunity.
Building these relationships takes time and effort, and HR departments usually do not have the necessary resources to do so. Hiring the wrong candidate can result in the loss of company profit as well as the expense of hiring and training a new candidate. When you look at the numbers, it only makes sense to take advantage of a recruiter’s network and expertise. Ken Forrester talks about these advantages and others in his article Placement Fees Are Cheap When You Look At Them This Way.
Maurice Gilbert is the Managing Director of Conselium, an executive search firm with a core expertise in corporate compliance, www.conselium.com. He can be reached at Maurice@conselium.com or 972-934-8444.
Published by Conselium Executive Search, the global leader in compliance search.
