Technical Recruiters – Knowing your options as a company

Technical Recruiters Knowing your options as a company

Companies in the tech industry share the common problem of hiring talented people. While Fortune 500 companies such as Google have the luxury of building extensive internal recruiting expertise, most other organizations are better served to outsource their recruiting needs. Professional recruiting organizations offer the advantages of constant contact with evolving expertise requirements, existing relationships with high-value candidates and consistent experience with the current recruiting environment. Cost savings in another prime benefit of outsourcing your technical recruiting requirements. Given the prospective benefits of hiring external technical recruiters, what factors should a company consider when choosing the recruiters that they work with?

Expertise

Experience is critical to achieving success in the recruiting industry. Your recruiting representatives require a solid understanding of the specific requirements for each open job. This level of understanding is especially important when recruiting for tech jobs. As only certain candidates will match the job profile, any candidate referred into the recruiting funnel who does not meet the technical requirements will only serve to waste time. At an even more granular level companies should look for recruiting organizations that have specific experience in their technology sector. This strategy will help provide access to more prime candidates via the recruiters existing network. Be sure to ask what other companies the technical recruiters have worked with that might match your company's technical profile. Don't be afraid to even inquire about the roles they have placed for similar positions to your open jobs.

Location is another element of expertise. While technical requirements are primary, knowing the lay of the land for a certain regions can provide many advantages towards securing the right candidates for a job. As an example, when news began leaking out that Yahoo was approaching dire straits, many local recruiting agencies began to target yahoo employees for recruitment. This strategy offered the benefits of skilled candidates with demonstrable industry experience that were open to new job opportunities. Local expertise also offers a major advantage during the pitch process. Technical recruiter with local knowledge will have more selling points for any candidates that might be forced to move. They will also know of other companies in proximity that might provide a candidate that is already established in the area. Knowing local factors, from the weather to local gossip can go a long way to establishing a rapport with a rock star candidate.

Pricing

When it comes down to decision making, many companies in the hiring process are most concerned about the price of their external recruiting process. These concerns are relative and should be examined through the lens of each individual company. For example, an organization with only intermittent hiring needs would be foolish to bring on a full time internal recruiter to service those needs. External recruiters offer the advantage of cost savings for most organizations, regardless of their hiring needs. Due to the range of needs in the market, technical recruiters have developed different pricing structures to service different companies. For example, companies with intermittent job openings for highly technical roles are best served by a contingent recruiting model while companies with more regular recruiting demand can opt for a recruitment process outsourcing model. Some technical recruiters will offer both models to help better service the needs of their clients.

Contingent recruiting offers the advantage of limiting risk and controlling costs. This model can be a great fit for organizations from startups to larger companies looking to limit the cost of their internal hiring personnel. Contingent recruiting also offers the advantage of open market competition. Companies develop the requirements for a new position and several technical recruiters compete to find the right candidate for the role. In contingent recruiting the recruiter is only paid when a candidate is hired and generally there are requirements that the candidate must stay at the company for a certain amount of time before the payment is fulfilled. Under this model companies should expect to pay approximately 20% of each placements first year salary upon meeting the terms of payment. The downside of contingent recruiting is that companies can fail to establish close enough relationships with each recruiter to most effectively convey their job requirements.

Recruitment process outsourcing provides an effective middle ground between contingent recruiting and hiring an extensive internal recruiting department for your company. In recruitment process outsourcing an organization will establish an exclusive relationship with a technical recruitment firm. The pricing structure involves a regular retainer with a significantly reduced commission for each placement. The recruitment process outsourcing model is a great fit for companies with regular recruiting needs that want to limit their investment in internal hiring resources while retaining the advantages of a strongly developed rapport between the company and their recruiters.

Human capital is the driving force behind any organization. As a company looking to bring on technical expertise, external recruiting services provide a valuable service. Knowing your company's recruiting needs is the first major step towards finding the best technical recruiter to work with your organization. Don't be afraid to ask the tough questions and try to develop an understanding of the process; you might be surprise at the end results.

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