I’ll give you a few reasons.
- You value your time.
If you run a brokerage, you’ve got enough to do running the business, servicing your own clients and perhaps getting out sourcing new business. If you’re an underwriting manager, I know you get pulled into various meetings, there’s interstate conferences, broker visits if you can escape the office and somewhere along the way, getting your work done. How many hours each day can you put into recruiting from scratch?
- Job boards don’t deliver
Unless someone is really anxious for the next job, they are not looking at every job that goes up onto the job boards. Your ad gets a fleeting moment to be seen by the right person. Recruiters are sourcing candidates every day, that’s the job. Some are ready to move now, others will be ready to move when they hear about the right job. Our candidates get personal contact from us when they are suitable for the job you have asked us to work on. We have their attention and that’s our opportunity to tell them about the job and your company.
- Speed
If the person leaving has given you 2 weeks’ notice, you need to identify their replacement quick smart. The new person probably has a notice period of 2 – 4 weeks before they can start, assuming they don’t want a break before coming on board. How long will it take you to go through the whole process on your own?
- Access to hidden talent
Last week I placed a candidate who was referred to me by another candidate. She and I had been talking for about 6 months. At first, she wasn’t ready to even meet with me, she was gently testing the water. After a few more conversations, she was ready to let me have her CV. After that she was comfortable coming for an interview. I told her about a few roles, they didn’t feel right to her, she was waiting for something specific. A few weeks later, when my client (a broker) asked who I knew for a vacancy in the exact field my candidate was waiting for, I knew who to recommend. That’s just one of the candidates in our database.
- Successful negotiation at offer
Sometimes a good candidate rejects your offer. They will never have discussed any concerns or hesitations with you. However a recruiter will stay close to the candidate and can head off some of these concerns early on, before they become a deal breaker. A recruiter can mediate the negotiation of salary and benefits so both parties are satisfied. If you don’t do that every day it can be clunky and you can risk losing your ideal candidate.
If you don’t want to go it alone, give us a call. We’d love to help.