3 Reasons to Partner with the Experts to Fill Your Open Positions
We get it – no one likes to use a recruiting firm unless they absolutely must.
In our last two articles, My 5 Steps for Writing Better Job Ads and Posting an Ad is Not Enough: How to Create Conversation Among Ideal Job Candidates, we gave good insight and great tips for securing better talent.
But what about when that just doesn’t cut it?
It’s a job seeker’s market; they have their pick of the litter when it comes to new opportunities. This has created an environment in which hiring managers must get out ahead of the talent, to find the ones who aren’t yet actively job searching. They’ve got to find the superstar who is marginally happy at their current job. The one who isn’t necessarily looking for a new job yet, but would be open to learning more about a possible better fit.
This is where recruiters come in, saving you time, bringing you talent that isn’t on the job boards and letting you run your clinic or facility. Recruiters are expert researchers. The value of “passive candidates” is why many of our competitors are using a recruiting agency.
1. The Best Fit isn’t Looking for You
Though you are looking for your best hire, they aren’t necessarily looking for you. All the tips we’ve given you in this series are to maximize your ability to be found by those who are looking. But for the ones who aren’t looking? Those tips are not going to help much!
Recruiters make it their job to keep a pulse on their industry – locally and nationally. When a downsize occurs or perhaps a culture shifts at an organization, recruiters hear about it and go in to pull people out for new opportunities. They stay abreast of potential work status changes, and are looking for their clients’ ideal candidates, even when the candidates aren’t looking for them.
2. Recruiters are organizational matchmakers
Recruiters are organizational matchmakers, an extension of your HR if you truly partner with them. Then, utilize their networks, which in most cases, they’ve been building up for years. When working on filling positions for their clients, an equitable and agreeable match for both the organization and candidate is a non-negotiable.
Making bad matches is to no one’s advantage, even if you work for a staffing firm. Good matches are both the client’s and the recruiting agency’s ultimate goal and are mutually beneficial. A good fit the first time saves both the client and the agency time and money, improves reputation for the agency and increases the likelihood of future referrals.
3. Recruiting is data-driven
They use a variety of tools to source candidates, including everything from personal networks and referrals to proprietary software. They maintain extensive databases they’ve built over the years, specializing their search based on what they know their clients need and recruit directly from other offices or facilities, not just from those sitting on a job board.The recruiter’s job is to interact with thousands of job seekers a year. Their extensive networks, connections and unique set of skills make them highly trained and suited to find the candidates in position to make a move, but who have not yet actively started looking. Which means? They have a direct line into the cream of the crop before they’re on a job board.
If you’re struggling to fill a position at your office or hospital, reach out to one of our recruiting specialists today!
By Carey Martin
Vice PresidentHi! I’m Carey, Vice President at American Consultants and recruitment pro, if I do say so myself. I have more than 15 years experience recruiting for clinical healthcare staff and have a few things to say when it comes to best practices. Thanks for following along here with me!
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