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October 20, 2021

Top 7 Reasons Why Companies Should Use An Outside Recruiter

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No doubt about it: It’s difficult finding qualified talent. And the more specialized the role, the tougher it gets. Plus, hiring is expensive. For a company with less than 500 employees, the process costs an average of $7,645 without using an external recruiter. And it can go higher—up to twice the position’s annual salary.

 

It may seem counterintuitive, but contracting an outside recruiter makes good business sense. In almost every case, employers get a positive return on their investment, both immediate and long-term. 

 

While there’s no one-size-fits-all approach, there is a common objective: hiring the right people. If you’re looking for talent, or plan to in the near future, here are seven benefits of hiring an outside recruiting company.

 

  1. Access to extraordinary talent.

 

Consider this eye-opening stat: Top-tier candidates stay on the market for an average of only 10 days before getting hired. Making the right connections is a specialized skill—a combination of market expertise, industry knowledge, cutting edge tools, strategic processes and existing networks. Professional recruiters are able to take the wheel and go, procuring the most desirable talent within the short window they’re available.

 

Access to passive candidates—those not actually looking for a new position—is another plus. While these quality candidates aren’t actively checking job listings, they still may be open to learning about potential employment opportunities. Professional recruiters know who these people are, how to reach them and, most important of all, what will incent them to consider a move.

 

That said, it’s more than who you know. It’s knowing what will make a good fit. At Job Snob, we like to think of ourselves as matchmakers, facilitating mutually beneficial connections that meet the needs of all parties. 

 

  1. They’re industry specialists.

 

Specialists naturally become great partners—not only are their searches more focused and exact, but their network of connections is relevant to your company’s specific niche. As a result, they’re able to quickly discern which candidates have the appropriate experience and skill set. 

 

Plus, specialized recruiters are constantly in the marketplace, meeting with employers and employees. They’re privy to inside information from both sides: what’s working—and what’s not. A firm with this kind of familiarity can seamlessly navigate positions at every level with ease and knowledge backing their actions.

 

  1. Faster hiring.

 

Time is money. No cliché intended. Most companies can’t afford to have empty positions for extended periods of time—it impacts business and adds stress to employees taking on extra responsibilities.  

 

And just think of the effort it takes to source job boards, review resumes, contact applicants, pre-screen and set up job interviews. Are you exhausted yet? Outsourcing to a recruiting firm means the entire process is handled for you. They do the legwork; you focus on operating business at hand. 

 

  1. Less turnover.

 

Just how costly is turnover? The answer might surprise you. The cost to replace an employee can range from one-half to two times his or her annual salary—and that’s a conservative estimate. And, in the case of a bad hire, tack on another $17,000.

 

Costs related to losing an employee include:

  • Hiring (advertising, interviewing, screening, hiring)
  • Onboarding (initiation, training)
  • Lost productivity and engagement
  • Customer service and errors

This last point is especially relevant in the health care arena, where inexperience can have detrimental—and sometimes pricey—repercussions.

 

Still another concern: the effect turnover has on company morale and productivity. A recruiting firm can help ensure you get it right the first time.

 

  1. An advantageous hiring strategy. 

 

Because workload demands are constantly changing, an outside recruiter can offer options specific to a practice’s needs. Businesses looking for permanent hires can rely on a well-connected firm to handle every aspect of the process. 

 

For a more flexible solution, some companies may opt for a “temp-to-perm” scenario. Clients and candidates get to know each other and work together before either makes a longer-term commitment.

 

It’s also in a recruiter’s wheelhouse to provide a positive candidate experience. Though often overlooked, the perception of a company during the recruitment process can be game-changer. According to a 2021 Candidate Experience Report, over 80% of job seekers said it influenced their decision whether to accept or decline a job offer. 

 

  1. Salary Benchmarking

 

With salaries and hourly rates constantly changing, it can be difficult for employers to stay on top of market standards. A specialized recruiting firm simplifies the task. Many do their own local market benchmarking and can guide you through the process, keeping you current on salary ranges for the positions you’re looking to fill.

 

  1. Culture Fit

 

By definition, culture fit is about hiring employees whose beliefs, behaviors and values align with an organization. Much more than a buzz phrase, it’s key to employee engagement, performance and productivity. Employees who identify with the company they work for experience greater job satisfaction, are more committed, perform better and are more likely to stay with their organization. 

 

While salary and benefits may get qualified candidates in the door, it takes more to keep them there. Experienced recruiters understand that culture fit goes beyond hiring people who merely share similar backgrounds—it encompasses a company’s vision, working style and organizational goals. Transparency from the start helps prospective talent know what to expect so they can make an informed decision about whether to move forward.

 

Ultimately the most successful organizations are those that have a common sense of mission. Time, energy and dollars are devoted to recruiting the “right people”—and once employees are onboard, have development opportunities to move up the value curve.

 

At Job Snob, we believe in tying culture to strategy. It’s our M.O. to evaluate prospects holistically, ensuring they have the attributes that will make your culture—and your business—thrive.

 

We’d love to talk to you about how Job Snob can streamline your hiring process, match you up with top qualified candidates and save you money.  

 

 

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