As the unemployment rate decreases and the economy continues its recovery into a new year, companies are turning their attention to hiring new talent. With hiring managers being overwhelmed, the process can be less than smooth. This creates an enormous drain on a company’s internal resources – time, energy and money. To make sure that the hiring process moves smoothly and successfully, many companies are turning to outside experienced contract recruiters to help locate and screen candidates in order to present the best options to the company.
Miriam Berger, president of A Hire Authority LLC in Deerfield, Ill., believes that engaging independent contract recruiters is beneficial not only to large companies whose hiring needs have increased, but also to smaller companies who may have no need to hire a full-time recruiter but can profit from the expertise of a contract recruiter. Contractors give additional options to both large and small companies as they charge on an hourly basis, normally work offsite carrying the cost of overhead expenses and bring the expertise of full lifecycle recruiting needed to make successful hires.
According to Berger, the hiring process has changed dramatically in the past few years due to the prevalence of online job boards and networking sites. “A skilled recruiter knows where to post jobs and which networking sites to use in order to locate the best candidates for the position,” she notes. “A good recruiter can efficiently review resumes, spot ‘red flags’ that hiring managers might otherwise miss and instinctively know which candidates should be presented to the hiring manager.”
While larger companies are more familiar with hiring contract recruiters, many small businesses are surprised to find that hiring a contractor is much more affordable than utilizing more traditional hiring services such as contingent and retained search firms. A company can hire one or more candidates without incurring additional costs, since contractors normally charge on an hourly basis. Technology also plays a role in keeping costs under control: initial interviews are frequently done by phone or video call, and online sites such as LinkedIn allow the contractor to reach out to passive candidates not actively looking for work.
In the end, though, it’s the contractor's personal skills and experience that make this service a sound company investment. “Technology has changed hiring in many ways, but it’s still a very human process,” Berger says. “Experienced recruiters know the right questions to ask, both when evaluating the client’s needs and assessing the candidate’s skills. It’s all about fit, and that’s not something that can be assessed solely by reading a resume.”