Monday, March 07, 2011

Your Company Decided You Need to Hire a Recruiter?

Once your company decides it needs a recruiter or additional recruiter, what are your next steps?

Decide whether you need permanent or temporary help. How many positions are budgeted? Are they budgeted to be filled in one or two months or will they be spread throughout the year? What is your current status with recruitment? Will this be your first recruiter or are you adding new resources? If you have a recruiter on staff, what is their experience level? Are they capable of handling more open requisitions or will they hit their limit soon? What is their track record? Have they recruited top performers? Do hiring managers respect their work and enjoy working with them?

By the time you pay a permanent recruiter, add the benefits, and taxes, the numbers may indicate that your need is temporary. Perhaps you are going through a peak hiring period. What will you do if you run out of requisitions for your recruiter? Consult with your CFO to better understand their perspective.

If you need temporary help, decide if you need contingent recruitment support or contract recruitment support or contract recruitment consulting support. Contingent recruiters are great if you have one or more specific openings and need to have a couple of recruiters providing you with candidates. Obviously beyond providing you with targeted and screened candidates, they need to deliver the candidates if you decide to make an offer.

Experienced contract recruiters (not the $25 to $35/hr. variety) generally have a minimum of 5 years of experience and may join your recruitment team for short term support. Generally they split their time between onsite and virtual. Virtual works well while they are sourcing. While sourcing, they are focused on networking and calling. They can talk to hiring managers on the phone to update them.

Contract recruitment consultants typically have 15 or more years in the trenches. They’ve seen more than one recruitment model and provide recruitment process improvement, recruitment marketing, and recruitment consulting/interview training and recruitment support.

Next column will offer proposed interview questions for recruiters.