The Benefits of Using an Executive Recruiter
As a Human Resources department manager, your plate may already be full! Depending on the size of your organization, Human Resources roles may include a variety of duties. Including, but not limited to: recruiting, hiring, training, team building activities, employee relations, policy management, payroll, job benefits, and other administrative tasks. Just to name a few. Your busy Human Resources Department could always use some support, an Executive Recruiter could do just that to help company advancements.
In general, there is a broad perception within the Executive Recruiting industry that portrays the relationships between Human Resources managers and Executive Recruiters to be a bit, “delicate.” This inference is due to the fact that there may be “bad apples” that give hard workers within the industry a bad name; however, there are professional Executive Recruiters that are really able to support a company’s search. So, from our company to yours, it is safe to know we are only referencing quality executive recruiters.
Some Human Resources feel that executive recruiters are going to “muscle in” on your hard work and territory. This may leave you asking yourself “How could an external recruiter know what’s better for my company better than I?” The truth is, the relationship with Executive Recruiters should be a cooperative one, with mutual understanding and respect so that everyone involved wins. The following consists of the ways that Human Resource mаnаgеrѕ саn bеnеfit from gооd working relationships with professional Executive Recruiters:
Executive Recruiters Offer Support: Recruiters are available to support Human Resources managers and save a lot of time throughout the entire talent acquisition process; this allows the Human Resources department to dedicate more time to focus on other duties outside of recruiting.
Deliver “top talent” in a timely manner: External recruiters have experience in locating “top talent” within the industry, and know how to approach the best candidates. Many of these high-level candidates are already working, and those that are not, do not normally stay on the market for too long. Human Resource managers are able to take advantage of recruiters’ expertise and consequently secure the best candidate to fit the trade needs.
Handling the logistics: Recruiters act as the liaison between the Human Resources department and or the hiring managers and the candidate, recruiters are tasked to manage all of the logistics involved in the hiring process that includes locating candidates, qualifying candidates, presenting candidates, presenting opportunities, scheduling interviews, managing communication and feedback between parties, assisting with the terms of an offer, and presenting an offer, while keeping everyone involved up to date.
Offer industry insight: Recruiters, by the nature of their business are always in tune with market trends involving industry projections and salaries. This means recruiters can lend their knowledge to Human Resource managers and hiring managers to assist and their companies make the best hiring decisions in their executive search efforts.
Professional recruiters want to establish amicable working relationships with Human Resource and hiring managers. The best way to do this is not to work against human resource departments, but to work with them, acting as a support system. A respectful relationship with open communication and trust between the two makes for a smooth and productive hiring process that increases the chances of finding the best candidates.