Why use a specialist recruiter (such as White Cloud Recruitment) to help you find your next candidate when you have Talent teams or a Hiring Manager who can do it? Let me give you some “Pro’s and Con’s”…..
Advantages of using White Cloud for hiring Change Managers
- Faster Hiring – meaning you are not spending days/weeks/months going through CV’s and interviewing non suitable candidates.
- Deep Knowledge of Change Management – and therefore know who has the expertise to do the role ie: Quality Candidates
- Knows who is “passive” and active in the market
- Motivation – Knows what other things motivate a candidate eg; location, looking for philanthropy, type of industry, money.
What could be perceived as a “Con”
- Higher cost than inhouse recruitment
- Employer Branding (although this is subjective as you assume your brand is desirable – where it could well put others off).
- Cultural Fit (that may be right in terms of some recruiters however my clients have always said this is an area that White Cloud excels in – ensuring their candidates thrive in the client environment).
What else should you think about?
When the market seems to have loads of candidates in it, a client assumes that their inhouse talent teams can easily find their people. Warning – It is like shooting fish in a barrel. They will be flooded with CVs of people (a lot will not be suitable) and it will take double if not triple the amount of time and effort to wade through these applications. The Talent Teams are not specialists. They could miss out on brilliant talent. They also do not know enough about the role to be subjective on who could be relevant or not. They look at years of experience and titles. They also do not give feedback to hiring managers on remuneration. A lot of roles I have noticed advertised are very low for the role they are asking for.
The danger in this – they hire to their budget (and they recruit someone who is NOT suitable), OR the candidate leaves when the market does pick up and the project is therefore in danger with people leaving mid-way. Another danger is they don’t find ANYONE at the level they want – and keep advertising weeks later (this can damage your brand!).
A specialist recruiter is someone who will give you guidance right at the beginning – before you go to market. Advice such as:
- What is the actual experience that is needed for your vacancy to ensure success?
- What the market rate is for those skills?
- What alternative things you should be looking at – eg: backgrounds that may be beneficial
- What other things could you consider that helps you find the right person within your budget?
Hiring the right person the first time is crucial. Time and Money are always key for companies, and by NOT hiring the right person you waste both. Spend your money wisely and talk to a specialist recruiter!