| Why Use Staffing Agencies and Recruiters? | | | | description. Very seldom do HR department recruiters |
| | | | possess technical experience themselves (through no |
| Many companies and corporations both large and | | | | fault of their own - that is simply the nature of the |
| small have debated whether or not to utilize the | | | | industry). As a result, unqualified candidates who |
| services of staffing agencies and recruiters to | | | | appear to have appropriate skills and experience |
| supplement their own Human Resources department | | | | move forward through the hiring process, receive a |
| or hiring process. These companies have weighed all | | | | phone screen or maybe even an onsite interview with |
| the factors, both pros and cons, but have they | | | | a hiring manager and/or an entire review team only to |
| examined all the potential benefits. | | | | discover this person was unqualified. With technically |
| - 1. Free up Human Resources to meet their other | | | | experienced technical recruiters seriously discriminating |
| obligations. The main role of a Human Resources | | | | and sifting through countless résumés, you can |
| department is as an employee advocate and | | | | insure only qualified candidates are in front of the hiring |
| consultant to corporate management providing | | | | managers and/or review teams. |
| employee representation. In addition, competing for | | | | - 4. Go directly to the source. In most cases, HR will |
| HR's time and attention are the so many government | | | | post a need on the corporate website. They may also |
| requirements. HR has is doing all that they can simply | | | | post on a nationwide job board (i.e.-Monster.com). |
| to keep up and stay compliant. In addition to | | | | They probably will not have the time, the resources or |
| administrating government requirements, record | | | | the network to do what is called a "targeted" recruiting. |
| keeping and the countless meetings HR departments | | | | Many recruiters will personally know who is qualified, |
| are responsible for keep the business legally compliant, | | | | who is happy where they are, who is looking for the |
| HR is also charged with maintaining the benefits | | | | next opportunity and who has the skills and talent |
| including informing employees of 401K results, | | | | needed to do more than their current position requires. |
| monitoring vacation days, and many times, coordinating | | | | "Targeted" recruiting requires the professional |
| travel between branches, not to mention assisting in | | | | knowledge of candidates and is dependent upon the |
| facility security (distributing and collecting access | | | | technical and personal knowledge of those in the |
| badges, etc.). This stretches the time and resources of | | | | industry. "Passive" recruiting ("recruiting" relying upon |
| the entire department. Engaging a technical recruiter or | | | | jobs postings on the company website and/or job |
| staffing firm frees up the valuable time of an already | | | | boards) is dependent upon those candidates who |
| taxed department. Firms can either work alongside HR | | | | might be looking on those job boards or the company |
| (having access to collected résumés and those | | | | website. |
| who've expressed a desire in the company) or | | | | - 5. Selection accuracy. Many HR departments are |
| independently (utilizing their own candidate channels). | | | | charged with only a few technical hires per year. |
| - 2. Let those with the technical skills make the | | | | Staffing agencies and recruiting firms work on |
| recommendation. Many times, HR departments and | | | | countless positions every day. They know what to |
| HR recruiters do not have the technical knowledge to | | | | look for and can spot "red flags" in resumes or |
| correctly and accurately identify the appropriately | | | | interviews. |
| skilled candidates and keeping those lacking necessary | | | | - 6. Access to resources. While large job boards or |
| skills from consuming valuable time and resources. | | | | resume posting sites exist, they are expensive - |
| Many staffing agencies and recruiters employee the | | | | especially if they are used for just a few technical |
| talent of former technical professionals themselves. | | | | positions per year. Staffing agencies and recruiting |
| The best technical recruiters stay abreast of the latest | | | | firms have the subscriptions, resources, contacts, |
| technological trends, tools, software and as a result | | | | associations and connections essential in quickly |
| they know just what to look for when they see a | | | | identifying the right person for the right need. |
| position or project description. Smaller agencies may | | | | - 7. Economically beneficial. While there may be a |
| already have a network of qualified technical | | | | recruiting fee to quickly identify the right candidate for |
| professionals and know who is available and whether | | | | the position/project requirements, when weighed |
| or not they have the necessary skills. | | | | against the cost involved in the search for an individual |
| - 3. Free up hiring managers' time. In most | | | | who may not work out and get that person up to |
| organizations, HR merely receives or collects | | | | speed or out the door, engaging a staffing agency or |
| candidate resumes, does not do targeted searches | | | | recruiting firm may be just the solution to the woes of |
| and recruiting. They look for keywords on the position | | | | getting that position filled or project completed. |