Struggling To
Find The Management Candidates You Need? It's Time To Use The Services Of
A Recruiter
There’s
no hiding the fact that the UK is in a poor economic situation. After the devastating recession saw the
start of an increasingly high unemployment rate a few years ago, the fact the
country has slipped into a double dip-recession has only caused further
problems when it comes to economic growth and unemployment.
Although
the unemployment level is problematic for the economy in general, many organisations
are finding it a struggle to fill the vacancies they have available because of
it - not for the fact there aren’t enough people to fill the roles, but even
for senior management roles, applications come through in such volume that it
can be too time-consuming and resource-heavy to regularly advertise and
interview for roles.
And
it’s for this reason why you need to think about using the services of a recruiter.
Recruiters
take away the stresses of searching through what could be hundreds of applicants
for a role. You don’t need to
invest resources into the analysing of CVs or application forms and the actual
process of advertising the role can be completely removed. Recruiters don’t simply take these
parts of the process away from you, but they provide you with candidates who
they truly believe are perfectly suited to the role you have available.
So how exactly does a
recruiter work?
On the
most basic of levels, a recruiter works with you to understand the role that’s
on offer, be aware of the company’s needs and requirements and then reaches out
to the market - or a network of contacts they’ve built up over the years - for
applications.
Screening
these individuals themselves based on their applications, CVs and telephone
discussions, they ensure that only the most suitable candidates are passed on
to you for consideration for the role.
If they are suitable, fantastic.
If they’re not, the recruiter keeps on working.
The
most important point to realise about recruiters is that you don’t pay them until they find you a suitable candidate that you’ve
hired. No matter whether they
send you 1 or 100 candidates, until you find the one that’s most suited to your
organisational requirements, you don’t pay a penny.
When
it does come to paying, you’re likely to pay between 10 and 30% of the
successful applicant’s first year salary, which for a senior management job
could easily be £30,000. And for
some, this figure appears particularly high.
But
you have to consider two aspects - the internal cost of recruiting and the
benefits the right person could bring to the organisation.
For
example, don’t use the services of a recruiter and you could be looking at
utilising at least half a dozen members of staff when you take into account the
development and outlining of the role, advertising, screening applications,
contacting applicants and interviewing.
If the
six members of staff involved had a combined annual salary of £300,000 and they
each had to devote between 10 and 20% of a month’s work to recruiting, that’s
approximately £5,000 worth of resources swallowed by recruiting.
If the
right candidate can then enter the company and develop more effective processes
that reduce their department’s operational monthly budget of £250,000 by 10%,
the £30,000 fee paid to recruiter will effectively be recouped almost
instantly.
And
that’s without taking into consideration the fees you wouldn’t have to pay for
advertising the role, which could easily amount to over a thousand pounds.
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