Kadi Mikson & Kristin Seemen – When and why it’s smart to use recruitment agency?
Kadi Mikson, Kristin Seemen
Traditionally, when a company has an open position, the process begins with the employer creating and listing the job offer. Job seekers then apply for positions that align with their skills and character. This method can be effective for roles where there's a considerable number of qualified candidates actively looking for a job.
Companies often turn to recruitment agency after hearing about someone’s positive experience
and the successful outcomes that were achieved. This naturally raises the question: When is it beneficial to use external assistance, such as an agency or headhunter, during the recruitment process?
Not every hiring situation calls for external help, especially for roles with a large candidate pool and lower responsibility levels. However, there are specific scenarios where engaging an external recruiter can be the most efficient way to find the right talent.
Position Complexity
The more responsibility a position entails, the more elaborate the recruitment process should be. Before beginning the search, company leadership or HR should consider the following:
- What position needs to be filled?
- What competencies, personal qualities, and experience should the candidate possess?
- What value does the company offer to its new employee?
External recruiter can collaborate with the company to develop a comprehensive candidate profile, create a compelling value proposition, and conduct market analysis to gauge the availability of candidates with the desired qualifications. High-level specialists and managers often change jobs through personal recommendations or recruiters rather than responding to job advertisements. Therefore, if your goal is to fill such positions, utilizing an external recruiter can save you time and ensure that you attract high-quality candidates whose profiles align with your requirements.
Existing network of active candidates
One of the most significant advantages of working with an external recruiter is access to their extensive network of candidates. These are individuals the recruiter has already established connections with, built trust, and understood the conditions under which they would consider a new opportunity. When focusing on a specific industry, the recruiter often has experience recruiting for similar positions and knows how to qualify candidates to find the right fit for your company’s needs.
Additionally, as an impartial party, the recruiter can engage with all potential candidates in the market without bias, ensuring a fair and thorough search process.
At Southwestern Recruitment, our recruiters specialize in distinct professional fields, maintaining close and ongoing relationships with candidates. This "warm" connection fosters stronger trust between the recruiter and the job seeker, enhancing the likelihood of finding a candidate who is not only qualified but also genuinely interested in the opportunity.
Time efficiency
One crucial aspect to consider during the recruitment process is time. Do company leaders or HR professionals have the bandwidth to fully dedicate themselves to recruitment? What other responsibilities might they need to sacrifice to make time for it? Both CEOs and HR teams juggle multiple tasks, making it challenging to conduct a thorough executive search alongside their existing duties. In such cases, enlisting external recruiter can be a practical solution.
At Southwestern Recruitment, our recruiters typically complete executive searches within 1-4 months. While some searches may be quicker, more complex roles may take longer. Because our recruiters interact with a broad range of candidates and build deeper relationships with them during the search process, there’s a higher likelihood that the selected candidate will remain with the company long-term. Additionally, recruitment firms often offer a guarantee period and can find a replacement candidate if necessary.
Personal approach
For many candidates, it’s important that communication with a recruiter goes beyond a one-time call or email. They value a recruiter who serves as a trusted partner with whom they can discuss their career options. At Southwestern Recruitment, our recruiters take the time to build these trusting relationships, mapping out candidates’ expectations and preferences. This allows them to present suitable opportunities not only immediately but also in the future.
Similar personalized approach is applied to our clients. Our goal is to find the best employee for each company we work with. SWR recruiters take the time to understand the company culture, the direct manager’s leadership style, and the key values the company upholds. Since recruitment closely parallels sales, the fact that all SWR recruiters have up to 10 years of sales experience ensures a smoother and more effective process.
External recruiters put a lot of effort in providing recommendations and insights on candidates. However, the final hiring decision always rests with the client. Even when candidates are well-matched in terms of skills and experience, the ultimate determining factor often comes down to their compatibility with the team and the company culture.
Before embarking on the recruitment process, we recommend considering these points and answering key questions to ensure the process is well-planned and executed effectively.