It’s not difficult to get resumes sent to your HR’s email. All you have to do is post a job listing on a platform like Indeed or LinkedIn, and within days, you’ll have hundreds of resumes and cover letters sitting in your inbox.
Posting a simple listing will get you a lot of candidates for the role, but not necessarily the right ones. If you want “quality” over “quantity”, you should partner with a professional recruitment agency.
Its recruiters will get the right candidates through your front door – and hopefully, into your cubicles.
Find out why recruiters are so useful and what you can expect from working with them.
Why Recruiters Are So Helpful
Sourcing Specialized Talent
Filling specialized roles is a critical yet complex task. For instance, tech fields such as cybersecurity, data analytics, and quality assurance require a variety of hard skills in order to fulfill demanding tasks.
Hiring someone who doesn’t have the skill set or the experience to handle these tasks can result in disaster.
A poor cybersecurity hire could lead to a company-wide security breach, while an unskilled QA tester could lead to major operational inefficiencies.
These specialized roles come with serious risks. So, you’ll want to make sure that you hire wisely.
The wrong choice could cost your workplace money, time and energy. It could even tarnish a hard-earned reputation in the field.
To improve your chances of finding the right candidate, you should look into a recruitment firm that focuses on your field.
So, if you’re looking to fill roles in cybersecurity, data analytics or quality assurance, you should partner with technology recruiters – they know how to source candidates for these types of roles.
With their help, you can be confident that your roles will be filled with individuals with the technical skills that are needed to succeed.
Filtering Out Unqualified Candidates
Job seekers are sometimes so eager to get callbacks that they will do anything to get their resume at the top of a to-read pile. They will use AI tools to write their resumes.
They will use keyword manipulation to get through ATS filters. They will lie about skill sets, work experience and references.
You don’t want to onboard a candidate and find out a few weeks into the role that their resume was nowhere near honest.
A recruitment firm can mitigate this hiring problem through careful verification and thorough interviews. Unqualified candidates will not make it past the interview stage.
Speeding Up The Hiring Process
The hiring process can be incredibly slow, especially when you only have one staff member handling the responsibility.
You will have to read through resumes and cover letters, contact candidates, set up interviews and then conduct those interviews.
And you may have to do that on top of other work tasks. It’s easy to see how the hiring process can take weeks, even months, to complete.
Recruitment firms can shorten the hiring process for you. Recruiters will already do the job of finding and vetting the candidates.
By the time they are done, you will receive a short list of qualified candidates to consider. Your final pick will be onboarded and ready to work in no time!
Promoting Workplace Diversity
Your workplace wants to prioritize diversity, equity and inclusion (DEI). One effective way to prioritize DEI is through your hiring.
Unconscious bias can often lead hiring managers to only interview and hire candidates that are similar to their own identity.
They may not realize it, but when scanning through resumes, aspects like names and educational institutions could trigger that unconscious bias and unfairly disqualify candidates from the running.
What’s the best way to combat unconscious bias in hiring? Intentional recruiting. Instead of hoping for diverse hires, look for them.
Recruiters can source qualified candidates from a variety of backgrounds and identities so that you can onboard employees who may have been overlooked beforehand.
The Recruitment Process: What to Expect
Recruiters go through an efficient process to find candidates that are perfect for your roles. These are the basic steps of this recruitment process:
Formal Briefing
You will meet with the recruiter to discuss exactly what you need. This will include the job position, the essential qualifications and any long-term objectives you’d like to fulfill (for example, increasing the diversity of your workplace). The briefing should provide recruiters with all of the information for their search.
Talent Sourcing and Screening
Once recruiters know what to look for, they will go through their talent pool to find a collection of candidates.
They will screen these candidates through interviews to assess their technical skills, general skills and values to determine whether they will be a good fit.
Shortlisting Candidates
After running these screening sessions, recruiters will provide you with a shortlist of the top candidates for the role.
They will give you a detailed profile of each candidate to look through. You will decide which candidate impresses the most.
Candidate Debriefing
Rejecting candidates can be time-consuming, especially when you already have a hefty workload to contend with. Recruiters can tackle the task for you, personally debriefing candidates who didn’t get the position.
Post-Hire Follow-Ups
Recruiters don’t disappear the moment that a candidate is hired. In fact, they will check in throughout the onboarding process to make sure that both parties (employer and employee) are pleased with this transition.
It’s that simple. All you have to do is partner with a recruitment agency that specializes in your field and then brief them on what you’re looking for.
They will go to work to find you candidates that are perfect for the role. The hardest part for you will be choosing who to hire.
So, what are you waiting for? It’s time to talk to a recruiter!
