In recent articles I talked about some of the reasons why hiring managers should invest in a relationship with their recruiters. I talked about three key reasons:
Just in time staffing. Their reach in finding talent when you need it;
Upgrading. Their ability to help you improve your team; and
Knowledge Transfer. Their ability to bring expertise that can share their knowledge with your existing team.
Here are just a couple more reasons why you might want to spend some regular time with your recruiter.
“The secret of my success is that we have gone to exceptional lengths to hire the best people in the world.” Steve Jobs
Recruiters have an excellent pulse on the market and know what skills are in demand, what are scarce, what rates are and what the trends are.
If you have an upcoming project that will require a particular skill set it would make sense for you to understand the availability of that skill set in your market and the associated potential cost.
Managers can a learn a lot about what their competition is doing from recruiters. Are they hiring or laying off? Is there a buzz about their culture … do people like working there? There are often times where companies can benefit from hiring someone with experience at a competitor (obviously respecting non-competition clauses) and your recruiter can find those people.
I wish I had a dollar for every manager that wanted to understand their own value in the market!
“Often the best solution to a management problem is the right person.” Edwin Booz
This can come in many flavors, and a recruiter with a partner attitude will try to bring value where they can.
Many companies have a tendency to hire friends … people they know and trust. Clearly there are very good reasons for doing this, but it is never the most cost effective solution … because there is no competitive process to ensure that the contract rate, or salary is competitive. We always recommend our clients compete the position, with the “friend” as one candidate. This allows the hiring manager to see if there are potentially better candidates and ensure the cost is in line with the market.
There is a misconception that contract employees are more expensive that full time staff, and this can color a decision the wrong way. A good recruiter can guide a hiring manager through an analysis that takes into account the “real cost” of an employee. Sometimes the answer is NOT to go full time … especially when flexibility, training and management costs and the impact of pensions and company benefits are taken into account.
“The key for us, number one, has always been hiring very smart people.” Bill Gates
The traditional way that recruiters can help clients to get cost effective solutions is as relevant as it always has been. Often clients think they need an expert to do the job, so having a few candidates to look at and understand the relative cost/experience/capability can result in a better fit!
I read a FastCompany article just this morning that suggests one of the biggest challenges that CEOs will face in 2015 is finding the right talent. Having a relationship with a good recruiter is a great way for companies to be ahead of the game with that challenge.
“The marketplace is incredibly competitive in every industry around the globe. The difference between success and failure is talent, period!” Indra Nooyi, CEO Pepsico
So … go ahead hug your recruiter today!