Advantages And Disadvantages Of Dealing With Recruiting Firms

With unemployment rates lower than they have been in years, company initiated talent searches are becoming more and more difficult. More than two thirds of companies polled reported they were having a difficult time filling key positions using normal outreach.



“HR departments are finding it more and more difficult to staff positions and this is due in large part to a low response rate, a lack of applicants with the necessary skills to do the job effectively, and a great deal of competition between employers,” says one recruiter who works for a Los Angeles recruiting company. “We’re seeing talent become scarcer as the baby boomers retire. Fewer and fewer candidates with technical degrees are being produced by US university, which driving talent overseas. So a company that wants to hire top talent has to be more savvy about recruitment, which is why an executive recruiting company in Los Angeles is in high demand.”

“Another component there is that unemployment is lower, but the number of available jobs has remained the same, if not seen major increases in the past few years,” he continued. “Even those in between jobs are finding that they’re getting several very good offers and can afford to be choosier about their selection. Those that are in positions that they aren’t absolutely thrilled with have the option of being short listed by headhunting companies for new opportunities that they aren’t actively seeking out. When the fit is right, they have the choice to upgrade. In terms of employment, it’s a sellers market. But the skills that companies are looking for in an ideal candidate are becoming more scarce.”

“It ends up that after initiating searches on their own, companies are left with a shortlist of candidates that they aren’t completely in love with, yet still seem to be the best of the bunch,” he said. “This has to do his response with the application process. First the employer lists a job, then they sift through applicants. They find a list of applicants with the necessary requirements. They conduct interviews, and from there, they either make a hire or they don’t. By this point they’ve invested a great number of internal resources in the process of recruiting someone who doesn’t fit their ideal, but might fit the bill. If the find out later that this candidate isn’t what they’re looking for, they have to start the Full Report search all over again from scratch, basically. Alternatively, if the new hire isn’t completely in love with the company, they might lured away by a new opportunity.”

“So the idea behind recruiting firms is to play the matchmaker. Our job is to find the perfect candidate for the position. Filling the position isn’t the goal. Employee retention is the goal. That’s what makes it worth investing in.”

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