Recruiting. Staffing. Consulting.

December 19, 2003

If you are reading this article, chances are you need a recruiting firm. To be honest, now is the time to select a firm and negotiate agreeable terms as the economy is rebounding and the unemployment rate is falling. This article will give you solid reasons why your business may need a recruiting firm, how to select the best firm for your organization and how to work with one to achieve the best possible results.

Why use a recruiting firm?
There are three main reasons why companies choose to use recruiting firms:

• Time
• Reach
• Cost

Time
Most management teams today are hard pressed to find enough TIME to get their jobs done to their satisfaction. Today's market demands management teams perform at peak levels and key business priorities should occupy their valuable time rather than sifting through the resumes, references and screening processes that seem to be endless. Recruiting firms specialize in streamlining the employment process for companies allowing management teams to focus on core activities like product development, strategy, funding, planning and implementation.

Reach
Along with saving time, a good recruiting firm extends an organization's REACH and brings only the most qualified candidates to the table. In today's market it's important to have a broad candidate pool but it's equally important to have an applicant group that is qualified to fill the open position. Using Monster or other online posting engines will bring in numerous candidates but how many of these candidates a good fit for your organization? Recruiting firms not only bring in candidates but they screen them to deliver only the top applicants, enabling organizations to make the best possible selection in the least amount of time.

Cost
The final reason an organization should work with a recruiting firm is COST. Yes, believe it or not, cost. After spending hours and capital on job postings, sorting resumes, pre-screening interviews, background checks and newspaper ads using a recruiting firm doesn't seem like a bad idea-especially if your new employee leaves after a month and the process starts all over again. Something that may not hit the bottom line initially but is worth mentioning are the years of recruiting and staffing knowledge good recruiters possess. Like an accountant or lawyer, the counsel of a good recruiter is invaluable.

How to select your recruiting partner.
Much like snowflakes, there are no two recruiting firms alike-similar sure but not identical. Recruiting and staffing firms normally specialize by industry focus or position. Some firms have a breadth of services while other firms fill niches markets. When selecting a recruiting partner, it's important to work with a firm that knows your industry and will take the time to understand your business and its unique needs. You should look for a firm with a stable staff that is experienced, motivated and passionate about what they do. Choose a partner not just a vendor. Just like in any industry, there are good firms and not so good firms. There are ethical firms and not so ethical firms. Do the proper amount of due diligence in selecting your recruiting partner.

Working with your recruiting firm.
I've said this before and it warrants repeating here, "human capital is and will always be the lifeblood of an organization, especially in the technology industry. If you don't have people, you don't have a business." With that in mind, organizations need to treat their recruiting firm as a true business partner. If the recruiter is given the opportunity to succeed it will benefit your business. Work with your recruiter and demand them to understand your business and needs, provide you with timely feedback and most importantly deliver your organization quality candidates.


Craig Stone is the founder and chief executive officer of HireNetworks, a Raleigh-based executive search, recruiting, staffing and human resources consulting firm. He can be reached at cstone@hirenetworks.com.