Why engage a specialist recruiter?

28/07/2020

20:00 Singapore Standard Time (SST)

If you are reading this, you’re probably a Human Resource Professional, a Hiring Manager or you’re in upper management and trying to justify this need to your superior. We have been in the industry for the past 2 decades and we have been supporting our clients in filling some of the most interesting roles but why engage us?

Well, first is time. Everyone knows that unless you have a magic hourglass, a time machine or a magic portal, there’s no way you could go back in time. Our job is to get a talent that fits our clients needs as fast as possible and to fill the role as fast as possible. But no ordinary candidate can fill the roll, that’s why they are called talents. If given a standard 3 round interview with no technical assessments, after signing our Terms of Business, our clients usually have their jobs filled within 3 weeks. We do work fast but accuracy is key too. Because the most expensive commodity to lose is the time of the hiring manager. He/she would have lost time interviewing, lost time training and the person leaves before probation period, your hiring manager would have lost time repeating the cycle. That would hinder performance and efficiency.

Why don’t i just hire someone to do it?

Yes you can but that’s provided if you have a constant need to hire for extended period of time(2 - 3 years of nonstop hiring and growth). If you don’t it would have paid an arm and a leg for someone who does his/her job well and as a responsible employer, you wouldn’t want to have someone work 3 -6 months and then get laid-off right?

I can hire a contract staff to do it!

Yes you can! But what if the person hired leaves your organisation after your contract recruiter leaves? Would you rehire him/her to find a replacement?

Why pay so much?!

I’m sure your time is worth just as much as ours. It is priceless. Having said that, Look at the amount of time you have saved from sourcing and prescreening the candidates as well as negotiating offers!

In short, yes we can have someone to do our work, wait for the right applicant to apply for the ad or just pick anyone who fits 50% of what the Job Description says. Or would you rather have a professional who does this everyday, knows who is good in the market, have the talent come in for a chat and have the position filled fast with accuracy and move on to the next problem to solve?