The truth is, using a recruiting firm is not always necessary. However for many higher level positions and difficult skill sets, using a recruiter is advised. When selecting a recruiter, finding a specialized firm who understands your industry is crucial. Knowing your competition in the marketplace, as well as knowing what questions to ask and knowing what answers to listen for are reasons why a specialized firm is preferred. The danger with using a generalist firm is that it requires additional time to educate the recruiters on the industry, terminology and where to find viable candidates.
Most companies prefer a local candidate so they do not have to work through the logistics with relocation. But there are times when a national search makes the most sense. Typically, local firms will be generalist unless it happens to be in a larger city where there are a lot of similar roles such as IT, sales or accounting. Oftentimes, companies prefer industry knowledge in the given industry to shorten the time it takes to find the best match. In these cases, you may have to look outside the local market and recruit from surrounding cities and states. National firms will have a much different network than a local firm, which allows for more specialization in the given industry and skill set.
Each search is different. There are an array of factors that impact how fast or slow the process may last. Below are our ratios for placements in the last year:
- We presented our 1st candidate within 6 days of accepting the search
- It took 49 days for the candidate to get through the employers hiring process, from introduction to offer
- 77% of the positions we filled were with a local candidate
Would you trust an accountant who is not a CPA? Would you work with a lawyer who does not have his JD?
A nationally accredited firm is committed to excellence. Firms who are accredited have demonstrated a commitment to certification, education, professionalism, free enterprise and community service. Each year firms are audited to ensure they meet the highest standards as defined by the National Association of Personnel Services (NAPS).
A great recruiter will have a relationship with both the employer and the candidate looking for a new position. Without speaking with the candidate and understanding their motivation for making a change, any offer is just a shot in the dark. A good recruiter will understand the candidate’s requirements versus a wish list and will work to bring both parties together to get an acceptance.
Recruiters often have access to positions that are not posted or made available to everyone. In addition, recruiters likely are working directly with the hiring manager and have access to specific information about a job that may not be in the job description. The two greatest values in a recruiter are:
- Ensuring that you are represented accurately
- Providing details before each interview to give you an advantage over your competition.
It depends. Recruiters are constantly sourcing new candidates for job openings that come in each day. Recruiters work with the people most likely to fill the job. You may be the best sales person in the country but if the recruiter has no sales jobs available, there is no reason for the recruiter to call you each week.
99% of recruiting firms do not charge candidates for their service. A firm who charges the candidate a fee is not likely a recruiting firm. The firm is more likely a resume service firm. Because of this, please be cautious and make sure you understand exactly what you will receive for the money.
A good recruiter can coach you on how to prepare. The recruiter wants you to get the job so it’s in their best interest to help you prepare in every way possible. Recruiters will be direct on what to do and not to do during an interview.
Wearing inappropriate clothing, heavy cologne or perfume, distracting jewelry are just a few examples of common mistakes. Not preparing questions, checking your phone, rambling on and getting too casual are examples of mistakes candidates make during the interview.