Adrian Kinnersley (Founding partner and the managing director of Twenty Recruitment Group, posting in ere.net) pens one of the best business rationals for hiring a technical recruiters. The full article is here:
http://goo.gl/Qmxl1
Mr Kinnersley opens the article with an overview of why he believes that social media (specifically LinkedIn, although he’s not picking on it) won’t replace the role of the professional recruiter. He then delivers a comprehensive overview of the valuable services a competent contingency recruiter should be expected to deliver. Speaking to the client side, highlights are paraphrased as follows:
“A good recruiter can help you qualify what it is you require.”
“They can also give you advice on whether that role exists at your competitors, how they structure their departments, historically what has worked for them . . .”
“A good recruiter will also advise you on what type of candidate you can expect to get from varying levels of compensation offered.”
“A good recruiter will not merely source and present multiple candidates but they will also make you aware of what their hot buttons might be so that you can sell the role effectively.”
“A good recruiter will manage and organize the whole interview process for you.”
It’s not just about the client side. Candidates also stand to gain a lot in the hiring process that is overseen by a competent recruiter. Some salient points:
“A candidate will want to interact with a recruiter for all the same reasons that people deal with realtors rather than buying houses from pictures on the Internet.”
“A good recruiter will negotiate the best salary without pricing you out of the market. This is a lot harder to do by yourself or direct with the company.”
“A good recruiter will prepare candidates for interviews with information on the person they are meeting, their background, interview style, and typical questions. They will give the candidate ideas how they can sell themselves and provide coaching on difficult questions.”
“A good recruiter will expedite the recruitment process so that if multiple offers are likely, they will come through at the same time — and they will also coach a candidate through their resignation to make the process as painless as possible.”
These are just highlights. I couldn’t agree more. I encourage you to visit the original article.
http://goo.gl/Qmxl1
Mr Kinnersley opens the article with an overview of why he believes that social media (specifically LinkedIn, although he’s not picking on it) won’t replace the role of the professional recruiter. He then delivers a comprehensive overview of the valuable services a competent contingency recruiter should be expected to deliver. Speaking to the client side, highlights are paraphrased as follows:
“A good recruiter can help you qualify what it is you require.”
“They can also give you advice on whether that role exists at your competitors, how they structure their departments, historically what has worked for them . . .”
“A good recruiter will also advise you on what type of candidate you can expect to get from varying levels of compensation offered.”
“A good recruiter will not merely source and present multiple candidates but they will also make you aware of what their hot buttons might be so that you can sell the role effectively.”
“A good recruiter will manage and organize the whole interview process for you.”
It’s not just about the client side. Candidates also stand to gain a lot in the hiring process that is overseen by a competent recruiter. Some salient points:
“A candidate will want to interact with a recruiter for all the same reasons that people deal with realtors rather than buying houses from pictures on the Internet.”
“A good recruiter will negotiate the best salary without pricing you out of the market. This is a lot harder to do by yourself or direct with the company.”
“A good recruiter will prepare candidates for interviews with information on the person they are meeting, their background, interview style, and typical questions. They will give the candidate ideas how they can sell themselves and provide coaching on difficult questions.”
“A good recruiter will expedite the recruitment process so that if multiple offers are likely, they will come through at the same time — and they will also coach a candidate through their resignation to make the process as painless as possible.”
These are just highlights. I couldn’t agree more. I encourage you to visit the original article.
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