Five Benefits of Hiring an External Recruiter That You May Not Have Thought About

If you’ve ever watched CNBC’s The Profit, you’ll know all about Marcus Lemonis’ mantra that a successful company needs three things: “people, process and product.” But, make no mistake, the “people” part is the heartbeat of your business.

Too often, companies rely on employees and HR reps who are already over-capacity to put their time and efforts into searching for talent. Which begs the question, is that the best use of their time and your budget?

Probably not. Here are five benefits of hiring a recruiter that you may not have thought about:

  1. Finding Hidden Talent : Professional recruiters have a shortcut to the hidden talent sources which cannot be accessed by ads, the Internet, alumni associations, or any of the job application websites. They also have their finger on the pulse of your industry and have a wide database of talent and contacts that they are constantly reaching out to and updating.
  2. Unbiased Expertise: In-house hiring managers, no matter how effective, can view the position, company and marketplace through a distorted lens and are often vulnerable to internal politics and culture concerns that don’t hinder a recruiter. Besides, no one knows the market-place better than a professional recruiter. No. One.
  3. Confidentiality : We like to call this the” pick a little, talk a little” detriment of using an internal hiring manager. Once a new position is communicated externally, especially for senior-level openings, it can create anxiety and apprehension internally for existing staff. It can also alert your competition to a void or transition. It is much easier to curtail the internal dialogue and speculation, when you use a recruiter.
  4. Cost-Effective:  Yes! Hiring an external recruiter can be cost-effective! When you consider the speed and efficiency of an outside recruiter and measure their fee against the cost of salaries, benefits, plus the cost of travel, entertainment, overhead and ads, most companies come out way ahead by hiring a professional.
  5. Negotiation: An intermediary can blend the needs of both parties (organization and talent) to arrive at a mutually beneficial arrangement without the emotion or barricades that often hinder high pressure situations like salary negotiation. Thus, allowing the new hire and the company to both start with the best foot forward and good morale.
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