Whenever a small business starts growing, its HR department will need to do the same in order to keep operations running smooth. One of the biggest challenges companies face comes when they need to interview and hire a large number of employees. This can become quite a struggle for our recruiting staff, as they might be overwhelmed with the amount of work that comes during these times. Posting job openings, receiving resumes and applications, interviewing candidates, hiring new staff, and following up with their process are a lot to worry about. Hiring a third-party recruiting agency might help us more than we think.
One of the most important benefits that come from hiring a third-party recruiting agency is that they will help us save time during this process. Starting a recruiting campaign isn’t as simple as it sounds, as it requires careful planning and accurate strategies, depending on the size of our company and the number of job openings available. When we work with an agency, they already have experience in this and should be able to come up with a customized strategy designed to meet our particular needs.
Something that we need to keep in mind when we hire a third-party recruiting agency, is that they already have the experience, knowledge, and expertise in this particular area. This means that they are ready to work with unexpected situations, solve problems that might arise during the interviews, and carry out a plan that will meet our company’s needs, giving us the candidates that will best fill in a particular opening.
Since they work with other agencies and companies, recruiting companies should have access to other databases on which to find the ideal candidate for us. Normally, agencies find and contact candidates through social media and print media ads. However, many of them directly contact staff from other companies and try to lure them into submitting an application to our business, even when they may not be looking for a new job. If our internal HR department did that, it would not only make us look bad and unprofessional, but we might get into legal problems, too.
More often than we think, recruiters receive early versions of a candidate’s resume, and some even collaborate with candidates offering feedback and making corrections to their CVs. Even when this might sound as unprofessional at first, this is quite a common practice. This means that, if we come across the ideal candidate but their resume isn’t as good as we’d hope, a third-party agency can help them correct it and have a more positive interview process.
Lastly, recruiting agencies tend to have different approaches when reviewing, interviewing, and hiring candidates. This means that they are able to talk about more specific details of the position in question than your company’s HR department. Discussing salary, benefits, and schedules comes more naturally, and this allows them to negotiate with candidates better. They can also let you know the financial expectations of the interviewees so that you can come up with a counteroffer beforehand.
