Why Use A Recruiter

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Not every business needs to work with a recruiter. However, for many companies it makes sense. This presentation examines some of the reasons a business should explore working with a good, experienced recruite

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Why Use A Recruiter

  1. 1. Why use a recruiter?<br /><ul><li>Maybe you shouldn’t:
  2. 2. Is everything going the way you want?
  3. 3. Are you getting the candidates you need?
  4. 4. Are things getting done on time?
  5. 5. Are things working out with hires in the long run?
  6. 6. Are your hires aligned with your business strategy?
  7. 7. Do you have the staff you need for finding candidates, conducting interviews, and initiating a vetting process?
  8. 8. Are you maintaining your sanity in the process?</li></li></ul><li>Why use a recruiter?<br /><ul><li>Maybe you should:
  9. 9. Is everything going the way you want? No
  10. 10. Are you getting the candidates you need? Not sure
  11. 11. Are things getting done on time? Just barely
  12. 12. Are things working out with hires in the long run? Sometimes
  13. 13. Are your hires aligned with your business strategy? ???
  14. 14. Do you have the staff you need for finding candidates, conducting interviews, and initiating a vetting process? Stretched thin
  15. 15. Are you maintaining your sanity in the process? It’s hectic</li></li></ul><li>Nine reasons to<br />use a recruiter<br />
  16. 16. We can ask questions<br />you can’t<br /><ul><li>Personal
  17. 17. Financial
  18. 18. History
  19. 19. Background
  20. 20. Pre-screening</li></li></ul><li>We can’t afford<br />to get distracted<br /><ul><li>Finding candidates is our mission.
  21. 21. We don’t have other things “popping up.”
  22. 22. We’re paid to do our job and not be distracted.
  23. 23. Your search is our #1 mission each and every day.</li></li></ul><li>Finding the best long-term candidates is<br />in yourand ourbest interest<br /><ul><li>We need to get it right the first time.
  24. 24. It’s in our economic interest.
  25. 25. We have more candidates to compare for the right fit.
  26. 26. No company can afford to hire “ghosts.”</li></li></ul><li>We find candidates<br />that are off the radar screen<br /><ul><li>Many of our candidates aren’t looking.
  27. 27. They are content where they are at (or think they are).
  28. 28. These people are sometimes the best candidates.
  29. 29. They need someone to bring the opportunity to them.</li></li></ul><li>What are delays<br />in hiring costing you?<br /><ul><li>The positions we fulfill are mission critical.
  30. 30. What are delays costing you in terms of lost revenue, profits, opportunity and influence?
  31. 31. How can you meet business objectives without the people in place that are responsible for those objectives?</li></li></ul><li>What other mission-critical things<br />could your team be working on?<br /><ul><li>There are so many changes that are distracting sales managers, VPs, HR, and others.
  32. 32. Is the recruiting process better handled “outside?”
  33. 33. Chances are you are being measured on many things besides your recruiting success, but is that eating up all the time?</li></li></ul><li>Do you have<br />the base of candidates<br />to put it into perspective?<br /><ul><li>We are comparing candidates in a larger pool.
  34. 34. We have years of experiences (good and bad) to spot potential trouble, people who might be a poor fit, or less-than-excellent candidates.</li></li></ul><li>Recruiters are less costly<br />in the long run<br /><ul><li>How much time is recruiting really taking you?
  35. 35. How many other important things are getting delayed?
  36. 36. What opportunities are you missing?
  37. 37. What does the wrong hire end up costing you in terms of brand trust and consistency?</li></li></ul><li>What is the stress of finding the right people costing you and your team?<br /><ul><li>We know you have many other important things to do in your job.
  38. 38. How will your company measure what you do? What is the best area for your specific attention?
  39. 39. Nobody ever remembers how “cheap” you got things done, so shouldn’t the candidate process focus on quality?</li></li></ul><li><ul><li>Saved time
  40. 40. More and better candidates
  41. 41. Less stress
  42. 42. More time for on-mission tasks
  43. 43. Positions filled faster
  44. 44. More thorough vetting process
  45. 45. Align hires with brand and company goals</li></ul>In most cases,<br />a recruiter doesn’t cost.<br />A recruiter saves!<br />
  46. 46. Now go get working on that<br />long and important to-do list<br />that will make your company successful.<br />
  47. 47. And consider outsourcing your<br />recruiting efforts to assist you<br />in making your business goals.<br />
  48. 48. Call: 303-791-3092<br />Email: info@spencerjamesgroup.com<br />www.spencerjamesgroup.com<br />Follow us on Facebook<br />Follow us on Twitter<br />The Spencer James Group, Inc.<br />7851 S. Elati St. Suite 200<br />Littleton, CO 80120-8081<br />

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