The Eagle Blog

The Continuing Value of a Recruiter to The Client

invest in people There are many reasons why clients will go to a recruiter.  Some of those reasons are fairly common and others are not so common.  Typically clients look to a recruiter when they have an urgent need for talent … but an ongoing relationship with your recruiter will mean you can actually get proactive!

Today I will talk about the kind of situation many managers face, the need to bring new knowledge into the organization.  There are many reasons why this is needed.

  • You do not have a key skill amongst your employees;
  • A key resource leaves and the skill leaves with them; or
  • A new technology comes into the company and you have no-one with that skill.

Typically companies will approach these situations in a few different ways:

  • Hire someone new into the position who has that skill;
  • Hire a contractor into the position;
  • Muddle through; or
  • Outsource the responsibility to an external supplier.

There are however many times when you have good employees, who could do the work if they had the right experience.  They are also people you would want to reward with this kind of opportunity and if your could then it would strengthen their tie to your organization.

What can you do?

Your recruiter can help you to identify the right kind of contract resource, who can bring the experience and the skill.  Their task would NOT be to do the work themselves but to partner with the internal employee through the process of getting them up to speed, while ensuring the work is done well.  As a part of their mandate they could even train a few in house people in relevant skills to ensure adequate backup for your new in-house expert.  This approach is more attractive to in house resources who might resent the “sexy” projects being given to contract resources.

The short term cost might be a little higher than hiring a net new person, or even hiring a contractor for the duration.  Longer term you have the skills you need, happy employees and your costs are likely to be less.

“If you take care of your employees they will take care of your customers and your business will take care of itself.”  J W Marriott

It requires a little more planning and the right expectation setting with both the contractor and the employee.  It might require a willingness to put in a little extra effort on the part of the employee, but they will be getting new skills in return.

“The best time to plant a tree was 20 years ago. The second best time is now.”  Chinese Proverb

This is just one more reason why hiring managers should have an ongoing relationship with their recruiter.  A good recruiter will be able to understand the business issue, find exactly the right candidate and set the right expectations with an incoming contract resource.
Kevin Dee is CEO of Eagle (a Professional Staffing Company)
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2 thoughts on “The Continuing Value of a Recruiter to The Client

  1. At Eagle in Western Canada, we see all 4 approaches that Kevin mentions in his blog.

    However, more and more often, our clients are specifically speaking with us about “knowledge transfer” or “skills transfer” as part of the planning process for bringing in a contractor. And more interviews are including discussions about one’s ability to share knowledge or actually train others in the technology or processes of interest.

    Advice to someone preparing for an interview: think about how you would manage this question should it come up… or better yet, raise the possibility yourself and pro-actively show a company how you would approach this. It would be a GREAT differentiator for you and might even win you the position!!


  2. Thanks Morley. It is nice to hear the facts from someone who lives and breathes this day in day out. I don’t always get as close to the action as you, so I appreciate your input.

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