EASTeam Insight on Business, Career Transition

Top 5 reasons your Company should utilize a Recruiter, regardless of market conditions:

1 -YOU’RE TOO BIG! Generally speaking, the bigger the organization, the more it tends to extend the hiring process, due to logistical issues, internal policies, etc.

• Candidates don’t care how well your marketing collateral says ‘family friendly’ (you know the package that shares the organizational happiness about all things touchy feely) if unable to make a human connection ala request from a faceless corporate entity to their database. What’s worse, this can lead to a wicked case of FES (Faceless Entity Syndrome) See inset pic

• Contact is made via human being, just one problem/question: Are they on the same level? Not likely. The HR demographic that regularly get handed these assignments are inexperienced or fresh out of college. Not the best option representing your company to a potential impact player/decision maker within the organization. In fact, this can actually be WORSE example 1.

2 -YOU’RE TOO SMALL! Generally speaking, the smaller the organization, the easier it is to expedite this process. However, it’s not atypical to miss CRITICAL steps that won’t appear during the ‘honeymoon’ stage.  BTW, do you have ANY idea how time consuming this process will be? I think not. Just who do YOU want advocating your organization in the market? Choose your resources wisely.

3 -Cost Effectiveness In most cases, this is a contingency environment.  This means, the recruiting resources are deployed on the front end and it doesn’t cost the company a nickel until they decide to hire someone. That sounds pretty cost effective to me.

4 -They know and have access to people that you don’t… Remember, it’s not nearly as important who you know, as who knows you.

5 -They can help you improve your process. Not sure you need it? Answer these questions and then decide:

• Do they (Employee and Company) have defined criteria for Success in the role?
• Do both have a clear understanding of the benchmarks on the path to achieving said success, i.e., goals and objectives?
• What’s the road map look like? Expected obstacles? Why?
• Do both parties understand how this will be monitored and/or incentivized?
• What are the consequences of NOT meeting these expectations?

BECAUSE

If you don’t define it, you can’t monitor it.

If you won’t monitor it, you can’t measure it.

If you don’t measure it, you won’t improve it.

EASTeam is led by Kirk Abraham, an award winning executive recruiter, and partner with an Indianapolis based franchise of the MRI Network. More @  Blog.EngineeringSolutionsTeam.com