Too often, hiring officials associate paying a recruiting fee with paying for the person hired. This is certainly not the case when you evaluate the service the recruiter provides. The fee actually includes the total service that enabled the recruiter to produce the individual hired, often times much faster than a company can on its own. In the case of a contingency recruiter, you’re provided the ultimate guarantee – you only pay upon a successful search.

An experienced recruiter offers several advantages:

• Pre-qualified assessments of active and passive candidates
• Insight into compensation and benefits data for candidates within a particular discipline
• Job comparisons among organizations
• Open Communication

An experienced recruiter knows the market of qualified candidates and positions available in their respective disciplines. Since most recruiters see 15-20 candidates per week, they simply have a better assessment of the quality and experience level of candidates in the market. (This includes active as well as the scads of passive candidates they’ve cold called.) We also pride ourselves on maintaining on-going relationships with candidates.

Skilled recruiters pre-qualify candidates and compare them with each other. During the course of performing these comparisons, we gather data points regarding key tangibles such as salary ranges, compensation plans, and benefits packages. Because most companies hire infrequently, they simply do not have a good feel for the candidates available at certain salary ranges. It also helps that recruiters are often able to provide several qualified candidates sooner.

Market information can help more effectively position you as an employer. Our market knowledge helps us assess how your job positions compare with other organizations. We assess not only candidate qualifications but also evaluate job positions among organizations competing for the same candidates. This information is often valuable to our clients so they can re-calibrate their compensation structures and salary ranges if necessary.

The major reason why candidates accept a mere 50% of offers made by companies without the use of a professional recruiter is because communication between the company and candidate breaks down. Recruiters not only help interpret the needs of our clients and candidates, but more importantly, we communicate the needs and desires of both parties from an objective, non-threatening position. A major reason why milewalk candidates accepted 82% of offers extended this year is because we have acted as a third party “buffer” in communications. (To be completely honest, we’re disappointed this percentage is not higher. We contribute some of this to the fact that the market is becoming much more employee favorable and that employers are now just recognizing this. This is evident as candidates are rejecting offers due to inadequate compensation.)

Lastly, the average selection process without the use of a professional recruiter is nine weeks. During 2005, our average search was completed in four weeks. One main contributor to this significantly reduced timeframe is that professional recruiters constantly screen candidates. We also expedite the search by advising our clients and candidates throughout the selection process. Sometimes, it may be necessary to advise both parties to stop the process to ensure they do not waste more time. This is something that occurs much less frequently when companies interact directly with the candidates. We’ve found most companies treasure the fact that they did not waste any more time than was absolutely necessary, especially if the process would have been unsuccessful.