Many businesses are now realising the long-term value of partnering with a specialist recruiter. Within the digital and tech sectors, having the right skilled professionals on your team can be the difference between success and failure. Here’s 5 reasons why you should use a specialist recruiter…
Bad Hires Cost
The cost of hiring the wrong candidate for a role can range from £30,000 to £150,000. That’s a big mistake and a lot of wasted time and resources for your business. The biggest mistake hiring managers make is not doing their homework.
To make the right hire you need to understand the market. A specialist recruiter will be able to advise you on industry trends, provide job role insights and even benchmark your salary offering to ensure it’s competitive. They will take the time to understand the role, your company culture and business objectives so that they can create a bespoke hiring strategy to suit your needs.
Specialist recruiters might come with a fee attached but that fee gives you access to candidate talent pools, social platforms and job board advertising. All ways to target and attract your ideal candidate. With this, they should also be able to produce marketing campaigns to engage the appropriate talent.
Hiring processes can become messy, long and unproductive if you don’t have one person driving the recruitment process. When you are trying to do this on top of your day job, it can easily unravel.
If you’re a hiring manager and running a busy team, your day-to-day work will naturally take priority. Using one exclusive recruiter will make life so much simpler. You have one point of contact who will manage the process and work to your schedule, involving other key stakeholders as necessary.
Another way to save time and speed up your hiring process is with video profiles. We give our clients access to our video platform where they can view videos of candidates talking about their experience, while scrolling through a copy of their CV.
In doing this, managers can get a feel for personality, communication and find out about skills in more depth. You can also shortlist, reject and give feedback in a few simple clicks. This approach can reduce your interview process by up to 30% and save manager resources, as well as environmental impact by reducing unnecessary travel.
Hard To Engage Candidates
Some of the best candidates for your role, won’t be actively looking. Specialist recruiters use innovative tools to identify and match the best fit for your business, and then engage this diverse talent pool. They can find the most niche candidates with unique skills using tailored search technologies.
At Hanover we use video to showcase your brand by filming your offices, employee testimonials and managers taking about roles. This gives candidates unique insight into your work/life balance, benefits and business objectives.
It also allows you to find someone who is excited by your goals and aligns themselves with your values. This is key to finding the perfect fit for your team and employee longevity.
Specialist recruiters are also an excellent choice if you need to scale quickly but sustainably, hiring multiple roles or in multiple locations. They generally have access to a huge talent base or can specialise in certain global markets.
Time Is A Turn Off
One of the biggest mistakes we see companies make when hiring, is not acting quickly enough. Candidates will drop out if your interview process is too long or if you delay in making them an offer. If you’ve identified a fantastic candidate then the likelihood is, so has someone else. Two days after the second stage interview candidate interest starts to tail off, so once you’ve had that interview it’s important to feedback fast!
Specialist recruiters will have worked closely with both you and the candidate throughout the hiring process. So they are in the unique position of knowing what you can offer and what the candidate will accept as a package. Salary isn’t everything and a good recruiter knows what drives their candidates and how to close a successful offer negotiation.
At this point in the process, your recruiter will have built up a rapport with your ideal candidate and initial marketing stages should mean the candidate is bought into your culture. Our culture videos and interactive job specs showcase your company culture, values and objectives, creating 60% more engagement with your brand. This means your candidate will be less likely to accept an offer from a competitor.
Onboarding & Retention
Recruitment shouldn’t just tail off when you’ve identified the right candidate(s). Recruiters should be able to offer screening, testing and candidate assessments.
We utilise assessments to measure emotional intelligence and workplace behaviours so you can ensure the right match for your team. These types of assessments support diversity goals and reduce unconscious bias, as well as provide more insight.
This data is important as it shows a candidate’s leadership potential and learning styles. This can be crucial when onboarding, as it allows you to evaluate how they manage, how they will work with a particular manager, or fit within an existing team dynamic. Ensuring a good character fit ultimately leads to a more productive, positive team and less staff turnover in the long-term.
By opting to use a specialist recruiter you’ll create stronger engagement with the talent you want to hire and boost your employer brand. Not only that, but you’ll save time and resources and even money in the long-term.