How does a recruiting firm deliver value? In today’s market, finding a candidate online isn't difficult which suggests the question, why should you pay a fee for a recruiter when it’s something you could easily do yourself? We know there is no shortage of recruiters trying to work with you and while most of them may have a ‘slick pitch’ have you ever stopped to consider how well they know your market or if they understand the intricate nature of your industry?
While it's true we all have access to information about potential candidates, finding the right candidate in a sea of résumés is increasingly difficult. Effective recruiting goes beyond identifying potential candidates and delves deeper into the ability to assess subtle variations within background and skill sets, pinpoint candidates who will [and will not] fit within a company culture, market the prospective employer’s brand competently, and deliver excellent results quickly.
While many hiring managers are fully aware of the intensive nature of the recruiting process, there is still a surprisingly popular notion that anyone can fill the role of a recruiter. Those buying into the idea that anyone armed with LinkedIn (which is everyone with Internet access) can fill the role of a recruiter are essentially implying that the procurement of their most valuable business asset doesn’t need to fall into the hands of a professional. While this is admittedly an oversimplification of the idea, the fact remains that Web-based products and services haven’t replaced the professional recruitment function, and they never will.
So how does a recruiting firm like Perceptive Recruiting deliver maximum value, especially in the world of technology? A great deal happens behind the scenes to vet and present suitable candidates to our partners. Each process step represents an opportunity to maximize the value we can deliver.
We have 20 years of technical expertise.
This is why Perceptive Recruiting has chosen the field of Technology as its sole focus, and why we can master the business of knowing your business in a way that delivers maximum value. Clearly all companies, regardless of industry or trade are NOT created equal so a “one-size-fits-all” approach to recruiting can leave you with a pool of poorly matched candidates. We have a much keener sense of both the talent pool within a given geographic area and how some of the subtler skill subsets will mesh with our clients' needs and existing technical communities. A company that attempts to be all things to all people fails to do anything well. There are simply too many moving parts to effectively identify and master multiple disciplines in the recruiting business.
We reduce the costly margin of error in the recruitment process
The natural inclination for many hiring managers who underestimate the challenges of the recruitment process is to try and do it themselves. What they don’t realize is how costly the margin of error in recruiting actually is. There are a number of roadblocks in recruiting that can end up costing far more than an external recruiter’s fee or recruitment budget.
We divide the labor
One of the more obvious — yet overlooked — cases for our positive business value is the division of labor in the recruiting process. Our resources, networks, and specialized skills lead to reduced hiring times, increased retention rates, savings in recruitment error costs, and much more. We can source, vet, and place talent in a much more efficient cycle than anyone trying to build these processes on their own from scratch. No internal resources are wasted unnecessarily.
At the heart of every business lies its people. Hire the right team and you’re well on your way to success. As a value-add partner, we want to make sure you get the best candidates while working alongside your HR department.