Perfman HR: USING RECRUITERS

Perfman HR: USING RECRUITERS

Perfman HR: USING RECRUITERS

Finding and evaluating potential employees takes a lot of time and energy, so if you do nothave the time yourself, or if your staff is notexperienced in all aspects of the hiring process -consider using a professional third-partyrecruiter or headhunter. Recruiters not onlyhave experience finding qualifi ed candidates fortheir clients, they are also able to tap into a largernetwork of job seekers, many of whom they'vescreened previously for other positions.If you are concerned about spending corporatedollars for a job you could arguably do yourself,bear in mind that recruiters offer a full range ofservices.

In addition to finding potential candidates,most firms will actually prep job seekersbefore presenting them, then solicit feedbackfrom both parties afterwards to evaluate theinterview. Recruiters are also in a position toperform more thorough reference checks. Onceyou've made a hiring decision, recruiters willhelp you prepare your offer, including the salaryand benefi ts package. They can also guide thenew employee through any transition difficulties.As you can see, with third-party recruiters, youget a lot of hiring bang for your buck.There are two basic types of recruiters to consider:retainer firms, which are at least partiallypaid upfront and work on exclusive assignments,and contingency firms, which are paid onlyafter successfully placing someone and rarely receive exclusive assignments.

Whether or not aretained-search firm places a candidate, they stillreceive a monthly retainer fee, and as a result aretypically used to find high-salary, executive-levelcandidates. Most will also observe a year-longmoratorium on recruiting employees after placingthem with your firm. Contingency firms,which are often faster and offer a larger number of candidates than retainer firms, are useful forfilling lower-wage or mid-level positions.Retained-search firm fees currently averageabout 25 percent of first-year compensation.But always negotiate the recruiter's feeespeciallyif it is your first time using the firm. In such cases,the agency is likely to give you a better deal in thehope that you will use them again.

In addition, askfor a guaranteethat is, if the candidate does notwork to your satisfaction for at least 90 days, therecruiter will either find a replacement at no extracharge or return some or all of fee.When you enlist the help of a recruiter, besure the firm understands your company'sculture and has a clear idea of whatbackground, experience, and skills you'reseeking in a candidate. See to it that therecruiter is able to meet with key staff membersduring the initial analysis of your needs.You also need to know how any confidentialinformation exchanged during the search willbe treated and whether the firm will observe amoratorium on recruiting from your companyafter a searchand for how long.

Many employers find that using a recruiter iswell worth the money, especially when they aretrying to fill a job that requires highly specializedtraining or experience. Headhunters havemore freedom to solicit employees who work foryour competitors than you would. Also, becauseecruiters bring a different perspective to the hiring process, they can encourage you to considercandidates you might miss or rule out. Many havean in-depth knowledge of the technical qualificationsof positions in one or more specialty fi elds.And although the agency does most of the work,the final hiring decision remains with you.The ERA, a professional association of retainedexecutive search firms in India, has created a Code ofEthics and Professional Practice Guidelines.You can find the code, as well as a list of itsmembers at www.era.org.in. You can also seek agency referrals from your localchamber of commerce, business associates, ornetworking groups. Ask for two to three referencesfrom companies and two to three from candidatesthey have placed and then check them out.

Atin Dasgupta is director and co- founder ofPerfman HR.

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