The Benefits of Working with a Recruiter at Executive Trackers
I'm not working internally for my client...why did I contact you? The difference with working with a recruiter outside the organization is that it allows the recruiter not to be just on the client side but everyone's side.
Most of the companies I personally work with are well backed start-ups or growing subsidiaries with a well established parent. In this type of scenario they will likely never have time to personally prospect, source and screen candidates as well as obtain all of the information they need to in order to make an informative decision while running their company. Therefore, many companies use third party recruiters who specialize in finding talent for a living to track down their dream team player. The recruiters are typically advocates for their candidates in a way an internal recruiter is not always, which is important as employees do not interview for a living...but recruiters specialize in the hiring process.
I did not contact you to solicit something to you. I reached out to you because I felt you were valuable, and wanted to see if you are well matched for a career that could change your life for a company that I believed in enough to accept working for.
Companies that are larger such as those in the Fortune 100 space also often use third party recruitment agencies when they are unable to find the right candidate, want to ‘cover all of their bases’ and not miss out on anyone, or are too busy and need the extra help as do organizations that do not have an internal talent acquisition department.
Another reason is the contingency scenario. In many cases a recruiter does not get paid if a candidate goes around them, and it also causes question to be brought onto the candidate’s ethics, which is certainly important when making a solid long term hire. There are also confidentiality factors that range from everything to replacements (companies need to protect themselves in the same way an employee does in leaving a job) and anything associated with confidential internal changes that may be not able to be disclosed to the public for a variety of reasons. It is important for recruiters to advocate for their candidates in a way that keeps the sometimes ridiculously frustrating job hunt simplified.
There are other reasons a company might use a third party recruiter other than not having an established recruitment department, not wanting to miss anything or not having the time. Recruiters from another company are often less biased than those working directly for the firm, so feedback is often more honest allowing for a more focused match. Recruiters are able to serve as a sort of advocate on the candidate’s behalf, but as the client is the one who contracted them they also need to ensure a long term fit. Even when candidates are not sent forward, the connection that they made with the recruiter, who can prove valuable for other openings in the future.