The Untold Story of Job Recruiters

To gain respect in the community in which they work, job recruiters must be successful in their positions. This means they must be able to quickly find potential employees, screen them, and send them to the potential employer. In most cases, job recruiters must also be able to handle multiple clients at the same time. There are several types of job recruiters. An internal business recruiter is one type of recruiter. This means that they work in-house for a company, handling all of their company’s recruitment needs.

Typically, this type of job headhunter does not receive a commission for each candidate they find for an open position. A third-party recruiter, also known as a headhunter, is the second type of job recruiter. These recruiters will be paid a commission for each employee they place. There are two types of third-party options. You can hire a retained job recruiter who is paid up front for the work, or you can hire a contingent recruiter who is paid only after the position is filled.

More often than not, a job recruiter is tasked with filling high-level positions in large corporations or the sports industry. As a result, a job recruiter is distinct from a temporary agency or other job placement agency. Their primary goal is to assist their client, the company or corporation, in finding the right employee for the job. If you are a corporation looking for a job headhunter, you should be aware of both the benefits and drawbacks of using their professional services. When you weigh the benefits and drawbacks, you may discover that hiring a job recruiter is not the best option for your company. First, we will look at the benefits listed below, followed by the disadvantages for corporations. Then we’ll look at the benefits and drawbacks for potential employees.

Advantages:

• Background check to save time
• Having a potential employee screened
• Potential employees are often tested for skills in higher-level positions.
• Recruiters for internal positions
• Recruiting for the position

Time management is regarded as an essential component of running a successful business by the majority of corporations. This means that any work they can complete quickly and efficiently is valuable. When you are part of a larger corporation, you often do not have time to spend on finding potential employees, interviewing them, and hiring the right person in addition to your other responsibilities. A job recruiter can do the legwork for you. This means you’re freeing up time for more important things. Job recruiters will screen potential employees, which saves time. The job recruiter will have information about the job opening, so they will be able to screen resumes that come in and eliminate a potential candidate from the list, narrowing the company’s options. Employee testing takes place during the screening process. Not all job recruiters will test candidates for the necessary skills. This is where they differ from a staffing agency. They may choose to test for specific skills or leave those options to the company. Part of the purpose of testing for specific skills and screening employees is to assist the corporation in filling higher-level positions. Low-level or medium-level positions may not necessitate a wide range of abilities. This means that companies prefer to hire internally rather than incurring additional costs. A company wants to know that they are getting a qualified professional for the job without having to interview each potential candidate. While it is up to the company to promote the potential employee, they are frequently relying on information provided by the job headhunter. When a job recruiter assists you in finding a potential employee, you save money on advertising.

In general, a company that hires a job headhunter will not post the job in the newspaper or elsewhere, leaving the recruiter in charge of the job description provided as a means of finding potential employees. Setting up the corporation’s website for potential employees to find may be part of advertising for the position. This is a third-party method of ensuring that potential employees find your job opening, but that your company does not handle the information.

The final benefit of hiring a job recruiter is the option of hiring an internal recruiter to work directly for the company or a retained headhunter. While a retained recruiter does charge a fee for their services, they will continue to work until the position is filled and only for the corporation that has retained them during that time. To put it another way, they have an exclusive agreement.

If the company has an in-house headhunter, the person is paid a salary rather than commissions for a job well done. Most corporations that choose this option have a high turnover or expansion rate that benefits from this internal service. In other words, if the company only needs a job recruiter once or twice a year, hiring an in-house recruiter may not be the best option.

Now that we’ve covered some of the benefits, let’s take a look at some of the drawbacks.

• Expensive placement fees. Typically, 20% to 30% of the candidate’s annual salary.
• Control over the hiring procedure
• Inadequate quality control
• Typically for large corporations with high-level positions.
• Job recruiters from third parties

We left off in the benefits section by discussing internal or retained job recruiters. A retained job recruiter is a type of third-party job headhunter. This means that they are acting on behalf of the corporation outside of the company, as a mediator. A contingent job recruiter is another type of third-party job recruiter that we haven’t mentioned yet. This means they will not be paid until the position is filled. They do not have an exclusive agreement either. These recruiters will work in the middle management, professional, and technical levels. As a result, there is already a limitation. Fees are yet another disadvantage for most businesses. As previously stated, job recruiters must be compensated for their services. These fees can range between 15% and 30% of the candidate’s annual salary. Most job recruiters will receive commissions as long as the employee remains with the company and completes the probation period, which is usually three months. So the corporation not only pays a salary to the new employee, but they also pay the recruiter. Some businesses may charge the above percentage as a one-time fee. The corporation must also consider how much the fees are in relation to the number of employees required per year. This may necessitate the use of an in-house job recruiter. An in-house job recruiter is a salaried employee, so there is the possibility of being less expensive if the demand for new employees is relative.

When considering a job recruiter, whether in-house or through a third party, you should also consider the typical positions they will fill for you. Most job recruiters look for candidates for high-level positions in management, the technical industry, or sports. When dealing with a job headhunter, you may find yourself filling a secretary or clerk position out of context. They are set up to find skilled employees. They may even look for potential employees at other companies in the hopes of luring them away for a better position. While this is advantageous for large corporations, it is not advantageous for medium-sized or smaller businesses.

The final disadvantage for a corporation or business is associated with the interview and testing process. While it will save your company time and potentially money depending on the fee scale, you will lose some control over the process. The likelihood of omitting the correct employee is high. Job recruiters may receive thousands of resumes and applications, making it difficult to sift through them all in search of the ideal candidate.

They may send you several options, but you will not find anyone in the mix right away. This can be a problem if the position requires immediate action. You may also discover that the recruiter has eliminated a potential employee based solely on the information you provided, without taking into account all of the possibilities. When you use a job recruiter, you give up a lot of control over hiring the right person. While the corporation has the final say, the possibilities that have been eliminated may mean the difference between finding a permanent employee and one who becomes a temporary employee.

You have a responsibility to yourself as a corporation to save time, find the right employees, and save money. This means that you must consider all aspects of hiring a job recruiter for your company’s needs. While you have the option more often than not, the disadvantages of using a job headhunter outweigh the potential benefits.

Let us see what happens when we make the same type of comparison for potential employees. The benefits are as follows:

• Create a website.
• Interview Pointers
• Searches
• Job posting database
• Advice on a Career
• Access to positions that are not listed in newspapers or other publications
• There is no cost to the potential employee.

A web page with your resume and all pertinent information is essential for a potential employee. It will make it easier for potential employers to find your information online. Job recruiters may offer to help you set up your own website through their company. This means that potential employers will be able to find your information without having to call or seek you out. A job recruiter will also give you access to more searches. In other words, a job headhunter frequently has access to potential jobs that are not listed in any database to which you have access. When a high-level position becomes available, a corporation will frequently look to the recruiter to find the potential employee through resumes, web sites, and applications rather than posting an advertisement online, in newspapers, or through other means. Using a recruiter can provide you with access that you would otherwise be denied. Some job recruiters also provide career counseling. They will direct you to the information you need to know in order to be considered for the positions they typically work to fill. They will also, in some cases, assist you in creating a resume that will appeal to a potential employer. This is especially useful when you consider how difficult it may be to find the position you seek and require.

The fact that you would have access to potential jobs that you would not otherwise have access to was briefly mentioned above. This is worth repeating. Most employers save money on advertising by using job headhunters to find potential employees. While you may not be able to find job descriptions through searches or databases, you will have access to potential jobs if you submit your resume to a recruiter. They will review your resume in relation to the job openings they are looking to fill. If they see that you have what it takes for that position, they will either forward your information to the corporation or call you in for an interview before doing so. This means you now have access to options you did not previously have.

The final benefit of a potential employee or job seeker using a recruiter is that you will not be charged any fees. While the corporation pays a fee for the service, you can send your resume to the headhunter for free. This isn’t always the case with staffing agencies. While most job agencies will pay you as a temporary employee, some may charge you for their services. As a result, not having to pay a recruiter’s fees is advantageous.

As with the benefits, there are a number of drawbacks to using a job recruiter. Indeed, you will discover that there are more disadvantages than advantages, making the use of job headhunters unpopular.

Disadvantages

• Recruiters can work for a company or be self-employed.
• View thousands of resumes
• Do not always return phone calls.
• Put your resume in a database If you’re looking for a job that requires a specific set of skills, you should put your resume in a database.
• Frequently, higher-level positions
• For the sake of making a sale to the employer, privacy laws may overlook what is the best job position.

Some of the disadvantages are self-explanatory, so we won’t dwell on them; however, we will delve into those that require special attention. Job recruiters are extremely busy with resumes and finding the right employee, so if you are not qualified for the current positions they have available, they will not call you back. This can leave you wondering about your job and cause undue stress. They will save your resume in a database, which may appear to be an advantage; however, they may not always find your resume again when a job for which you are qualified becomes available. A job recruiter is also looking for specific candidates with specific skills. They will not call you in for an interview if you do not have these skills, regardless of your education or background. They are also on the lookout for high-level employees. In most cases, a job headhunter’s loyalty will be geared toward the employer. Why? Simply because they are the ones who pay for their services.

The final and most important disadvantage to consider is privacy laws. The majority of job recruiters are not required to keep your information confidential. They may even sell your personal information to third parties. While there are laws that prevent this from happening, there are certainly ways around it. Before selecting a job recruiter to work with, you must carefully read each job application to ensure that they will not sell or distribute your personal information. This is the most powerful disadvantage for rejecting the idea of using any type of job recruiter or job headhunter.

There are numerous reasons why an employer or job seeker might want to hire a job headhunter to find them a new job. When the benefits of hiring a job recruiter are balanced against the drawbacks, you will discover that hiring a job headhunter is not always the best option for you or your company. Job recruiters usually charge a fee for their services, and not all headhunters will keep your information private. They may also be unable to assist you. Some recruiters provide potential employees with web pages, searches, job databases, and career advice. This is why, before hiring a job headhunter, you should be aware of your options. This is critical when looking for the ideal job opportunity.

If you are an employee or an employer, you must be selective. Only work with job recruiters who have been referred to you. Job recruiters should always provide their services free of charge to job seekers.