This article is an excerpt from there Herefish resource, “Promoting the value of Staffing to Candidates.” A candidate marketing resource to share on your site, which provides you with a reusable explanation of staffing service and 3 editable versions based on your company’s personality.
It’s a question many a jobseeker has pondered. What is the point of recruiters? Why should you bother using one? Why not try and go direct to the job source yourself?
These are all very valid and very understandable questions. In many aspects of life, a middleman is superfluous, redundant; just another person you have to compensate for a job that you could’ve done yourself. By taking them out you maximize your profits and minimize your effort. That’s what those in the know call a win-win.
Usually you’d deserve a dip of the hat for your entrepreneurial spirit. ‘You sound like the next Elon Musk’ some might say. But today is not such a day.
Despite what you may see from some modern day politicians, making sweeping, generalized statements is very rarely a good idea. Likewise, labeling an entire profession with the tag of ‘middlemen’ is a risky proposition. The recruiting and staffing industries are far more nuanced, effective and valuable than that sort of title implies. By mentally writing off using a recruiter, you’re missing out on a huge, and often surprising, array of benefits.
To fully understand the perks of jobseeking through a professional agency, it’s wise to first know the basics of their processes. The dos, the don’ts, the wills and the wont’s. In this article, we’ll give a brief overview of how jobseeking through a recruiting or staffing firm works, we’ll go through the perks, and any potential pitfalls, of working with a recruiter, and we’ll discuss what you may be able to do to make the relationship a productive one.
How Recruiting Works: A Breakdown
Like every college essay you ever wrote, it’s always a classy move to start off with the dictionary definition of a subject. You can consider that first paragraph banked.
Our friend Wikipedia describes recruitment as “the overall process of attracting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization.” Nothing ground-breaking there, certainly, but also nothing untrue (which, for Wikipedia, can be cause for congratulation).
While certain organizations will happily take this responsibility on within their own four walls, many see the value in outsourcing their staffing and recruiting to a firm that specializes in either certain aspects or the entirety of the recruitment process. It’s often fast growing organizations that take this outsourcing leap.
The process that a recruiting firm undertakes includes sourcing, interviewing, reference checking, and then finally matching you, the candidate, with appropriate companies. They will then usually arrange an interview between you and the potential employer, and, if all goes well, will remain the point of contact between the company and yourself. This process is much the same whether the position is a temporary or a permanent one.
A recruiting and staffing firm’s modus operandi is relationship management. The relationship that the firm forms with both their client companies and their candidates needs to be one based on trust; all parties need to be confident that their best interests are at the heart of what the recruiter is doing. If any party loses faith, the whole system collapses.
On the other hand, if a recruiting/staffing firm does its job well, then everyone benefits. The company gets a fantastic candidate for their open position, the candidate finds employment in a position and for a company that meets or exceeds their expectations, and the recruiting firm gets suitably reimbursed for their efforts.
Want to leverage this content for your site? Go ahead and download our resource, Promoting the Value of Staffing. You’ll be glad you did.