Help Is On the Way: How Recruiting Agencies Can Help Your Hiring Process

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by Traci K and BrightMove Staffing Software and Recruiting Software

Recruitment agencies have taken a hit as the unemployment rate has risen and the number of open positions has drastically fallen. Employers feel they don’t need outside help when there are so many candidates out there looking for work. The problem is that most of the candidates that are unemployed, aren’t necessarily in possession of the right skill sets. Highly overqualified or extremely under-qualified, the job market may be heading in the right direction, but you may be surprised the difficulty ahead in finding the right fit for your open position.

Many of the workers that you want are still employed and only passively looking. These are the candidates that recruitment agencies actively seek out. The reputation of the industry isn’t necessarily a good one. Known for placing a candidate and re-recruiting them, soliciting information in integrity-comprising ways, or simply overwhelming your voicemail with incessant inquiries and applicant pitches, third party firms have their work cut out for them when gaining new clients.

Employers think of large placement fees the minute the words “outside assistance” are spoken in relation to hiring.  When you break down the high cost of hiring, training, and turnover, however, the cost to solicit the help of an agency may be absolutely reasonable. A few things to consider when considering using a recruitment firm:

They are time savers.

Having an agency do the work for you frees up the time of those that would otherwise be involved to focus on business matters.

They are knowledgeable.

They’ve done this before and know what they’re doing. Resume reviewing and interviewing are among their specialties. If they are a customer-service oriented firm, they will be focused on building trust and will want to place the right person with your organization. Keeping this in mind will ensure recruiters to be strict in their candidate assessments and picky in the same ways you might
be if you were screening applicants yourself.

They have resources.

Recruiters perform screens on many candidates for similar positions and so most likely will have the capabilities to do pre-employment testing. Software programs, personality, or intelligence tests, different firms will have resources that you can take advantage of. Also, placing candidate in various positions, building client relations, and overall networking are parts of their job. This will give them a higher probability of recognizing the companies in an applicant’s career history, potentially garnering feedback from a connection at one of those organizations. Recruiters can be a wealth of information that you would otherwise not have access to.

They have a vested interest.

Hopefully in your contract you might have a tenure clause (i.e. you are refunded partial placement fees if a candidate terminates their employment within x amount of time). If this is the case, recruiters will need to find the right fit and make sure they exhaust all avenues to do so. They also want your repeat business. Placing good employees in your organization increases the likelihood that you will use them again.

There are many reasons why a company would want to take advantage of all that an outside recruiter may have to offer. There are many firms that are out to make a quick buck, but depending on your location, there are also those (for instance Judge), that take pride in the service they provide to their clients and take an interest in the development of the candidates they work with. Many focus on a specific specialty, so depending on the position, finding a niche firm may be the best course of action. Be smart, be choosy, and find the agency that is the right fit for your organization.




  1. NKS Warrier on June 14, 2011 at 10:39 pm

    The article is an informative one-
    I would like to add here that relationship between the vendor providing recruitment services and the client is not always smooth. There is an element of inequality in the relationship wherein the former is considered more a service provider rather than a partner who leverages the performance of the client by providing effective services.This inequality needs to be addressed by sensitizing corporate HR as to how they should deal with recruitment firms, espacially at the junior /enty levels. WE could do with some ideas from your end

  2. Mae Parker on October 3, 2012 at 11:33 am

    While the number of open positions may be down, work must go on. Many agencies not only specialize in niche markets like medical or legal staffing, but they also provide both long and short term staff. The time and money saved by HR departments who don’t have to handle recruitment nor payout employee benefits is substantial.

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