Why Use A Recruiter?
 As
a Hiring Manager/Executive, you may have come to distrust "Recruiters,
Headhunters" and we don't blame you. Unfortunately many of our predecessors and
novices in this business are much like the famous used car salesmen ... abusive,
shoving candidates down your throat, sending you non – qualified people, not
listening to your needs, etc. No doubt, a recruiter somewhere, somehow has given
you a bad taste in your mouth. They've given us a bad taste in ours as well,
which is the exact reason we don't work for a large recruiting firm. We don't
like the lack of ethics, the "hard sell" sales approach, and the "get in your
face" attitude some recruiters use to manipulate you into making a decision.
We consider you a respected, intelligent person. Capable
of making a good decision. We understand that you are looking for the BEST
possible person to add to your team. Realizing that there has only been One
person in history that could walk on water and realizing that with a tight
talent pool, when a great person is found, you need to take action and make a
decision quickly. We will help you find the best possible person in the shortest
amount of time possible, so you can be up and running.
- Coordinate the job description
- Interview you and any other decision makers for
clarification of real needs and expectations
- Research the real benefits and attractions of your
company to entice a candidate
- Research to locate logical talent pool
- Check existing databases for leads
- Source to narrow research results
- Recruit
- Qualify candidates by initial phone interviews and
follow up questionnaires against the necessary research results
- Sift the potential finalists from the window shoppers,
tire kickers, and under - qualified.
- Perform in-depth interviews with potential finalists
- Reference check performance with former supervisors and
colleagues
- Check and verify candidates' credentials
- Test, rank and evaluate chosen nominees
- Arrange and coordinate interviewing schedule with you
and the candidate
- Prepare and counsel nominees for interviews by spelling
our company needs, culture, organizational fit, hiring authority personality,
etc.
- Prepare Company Hiring managers for interviews by
providing full pre-interview information as well as results of background
checks.
- Debrief client hiring authority after each interview,
answering unanswered questions, etc.
- Debrief client hiring manager after each interview,
assessing strengths, weaknesses, incompatibilities, etc.
- Coordinate with hiring manager on possible offers to be
made and set the stage for acceptance
- Participate with company in providing necessary
information required for accepting the offer
- Reconcile any differences with successful candidate to
smooth way for offer acceptance
- Arrange with realtors, chambers of commerce, relocation
consultants to assure candidate and family is aware of details in new
location.
- Provide candidate with housing location assistance,
school information, community integration
- Assist successful candidate in cleanly terminating
current employment
- Work with spouse placement if needed
- Follow up after placement with candidate and hiring
manager to assure new employee integration.
Often the idea of paying a fee to a recruiter is perceived
as "paying for" the person that is hired. This is a misconception. The
service is what is being bought. Since the assessment of the service charge
is based on the starting salary, the fee is therefore associated with the
individual. But it is a total service that allows us to produce the individual
who is hired. We assess the fee on the successful candidates earnings,
but the service of producing that candidate is what is being purchased.
Facilitating Communications. The major reason why
only 50% of the offers made by companies without the use of a professional
recruiter are accepted is because communications between company and candidate
break down. We not only "interpret" the needs of our clients, candidate and
employers, but more importantly, we communicate the needs and desires of
both parties from an objective, non-threatening position. The reason why 94% of
the offers our candidates receive though us are taken, is simply because we have
acted as a third party "buffer" in communications. Most often, when a
professional recruiter is not used , and the initial offer is turned
down, the client company has to start all over. Since we are constantly
recruiting and evaluating qualified candidates, we can start the search process
immediately. Why our searches only last an average or 3-4 weeks, while the
average (without us) is 9 weeks, is because when "things happen" we can respond
quickly. We know how to manage these small crises. When a company pays our fee,
they simply buy our experience. We know the market, manage the selection
process and know what to do when things go wrong."
Knowledge of the market. An experienced recruiter
knows the market of qualified candidates and positions available in their
disciplines. Since we are in the "field" daily, we simply have a better
assessment of the quality and experience of candidates on the market. We have an
immediate, on-going relationship with available candidates. Not only are the
candidates pre-screened, but we know how they compare with each other. We know
what types are available at what salary ranges at all times. Since most firms
don't hire that often, they rarely recognize changes in the types of candidates
available for certain salary ranges. We are able to provide a number of
qualified candidates from which to choose. Our job is to show clients what is
available on the market, based on all the qualifications they might tell us.
Knowledge of the market also allows us to assess how the position available at
your company compares with others available. It is part of our service to assess
the position available in comparison to not only the market of qualified
candidates, but also a comparison with other clients' positions who are
competing for the same type of candidate. If the position, experienced required,
salary range, etc. are inconsistent with what the market will bear, we have an
obligation to not only inform our clients of that, but help them come to a
conclusion as to what qualification, etc. would be appropriate.
The selection process without the use of a professional
recruiter, averages nine weeks. We save you time. Because of our reputation and
success, we are constantly interviewing and screening candidates. We can produce
qualified candidates faster than client companies can themselves. Because we
help "manage" the selection process, we advise when the process is breaking
down. If we see problems in the interviewing process on the part of our clients,
we help them get back on track.
Our worth is not only in finding good candidates, but
getting the best one to say "yes"
We look forward in helping you to successfully find, hire
and retain your next employee. If you have any questions, comments, concerns,
please do not hesitate to contact us.
We take pride in bringing you only the best and most
qualified candidates. Our service to you will be exceptional. Our services far
surpass other recruiters in the industry, and we have an exceptional work ethic
to give you the results you want. We are picky about who we work with, both as
clients and candidates, and take pride with working with some of the best
companies in the Western U.S.. Throughout the hiring process we will dedicate
our time and talents to bringing you the best person qualified for your needs.
We will be screening, qualifying, reference checking and narrowing down the
right person for you. We will not throw resumes at you hoping something will
stick to the wall.
We ask your commitment to TWO things:
- Keep communication open between us
- Once we have presented a candidate to you, we will need
to know one of three things:
- Yes, you want to hire him
- No, you don't want to hire him, or
- You need additional information to make a business
decision.
We ask the candidate to make the same agreement with us
before we present them to a client. Good candidates are relatively scarce. Your
review and feedback of a candidate we arrange for you to speak with will need to
be rapid.
Our goal is to become the preferred recruiting partner for
your company. We are confident that we can exceed your expectations,
consistently delivering the high-caliber people you require to increase your
business' profits.
We look forward to helping you find the person who will
solve your current challenges and bring you additional business and additional
profits.
Sincerely,
Gary Perman
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