The
Role of a Recruitment Firm
The role of the hiring
company is simple….they have a need that requires a qualified person
and they post a position or exert in-house efforts in hope of attracting
a profile candidate…but what about the role of the recruiter? What
should we know about this specialist?
Generally, a recruitment
firm takes on the challenge of a hiring company's need (either via contingency
or retained search) when the hiring firm has exhausted all avenues to
surface appropriate candidates through traditional means (advertising,
in-house recruitment, etc.). Using resources and contacts, recruitment
firms perform the valuable service of identifying potential candidates
and arranging mutual discussion.
To that end, we wish
to add flesh out a more definitive explanation of their import:
A)
A recruitment firm acts on behalf of a hiring company, through the development
of a position description. By definition, recruitment firms generally
do not make a concerted effort to find applicants a job; their purpose
is to satisfy a hiring company's needs. At times they may market an extremely
valuable person to alert client companies of their availability.
B) Respected
recruitment firms do not charge the candidate a fee for candidate placement.
Search fees are paid by hiring companies and should have no bearing on
ultimate candidate choice or compensation offered. Search fees are a cost
of doing business and represent an investment in the hired person relative
to the import of the position.
C) The recruitment
firm and hiring company agree on a viable candidate profile. This set
of skills is used as the template for search. After a telephonic or face-to-face
interview, responsible recruitment firms will tell the applicant that
they either do or do not match the skills sought, so as not to waste the
valuable time of both applicant and company.
D) A recruitment
firm's initiative is to create a true win-win situation. The talking points
may include, but are not limited to: compensation, responsibilities, location
and future career expectations.
E) All recruitment
firms should be able to guarantee some form of confidentiality to the
candidate and be specific with regard to who the information will be shared.
Conversely, the hiring company should be morally in-sync with a candidate's
desire for confidentiality.
F) A verbal
offer is just that and should be verified in writing by the hiring company
before a final decision is made.
BOTTOM LINE:
Many "guarded (shows a company weakness to the competition or insureds)"
or executive positions become search-oriented domain. It's important that
hiring companies, their hiring authorities and potential candidates create
longstanding relationships with recruitment firms that understand your
market, your company and your skills.
Questions?
We're only a call away….317-842-6346
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