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How recruitment agencies really fill jobs

and why to use us…………

In a changing and evolving market place, there remains a core need for recruiting specialists to find talent for companies, and to help that talent become hireable. Working well with your agency and developing your relationship with them can prove far more effective, less time consuming and cheaper than trying to go it alone when recruiting. I know right? Hard to believe…but here’s the how and why…

Knowledge of the market
The best recruiters will have their finger on the pulse of their specialist markets, and can give you genuine insight in to what is happening. We know the available talent, where they are and how to reach out to them, salary rates, career expectations, available skill-sets and current hiring complexities. If other businesses are struggling to find the same people as you, we can advise on alternative solutions. We will act as partners and collaborators and will be your eyes and ears in the market. This is especially helpful to firms that don’t have a regular turnover of staff or rarely recruit.

Extended Reach
Genuine talent can be hard to find. Candidates may be passive, or they may be selective. If they aren’t responding to job advertisements, don’t see themselves as part of your ‘talent pool’ and are too busy to search full time, then the chances are that they have a relationship with trusted specialist recruiters. Even if they aren’t currently active, there’s a strong chance that we will know who they are and how to reach them. We have many networks, and each consultant, candidate, client or collaborator has the potential to leverage our networks to help connect you to people with a range of skills and experiences, many of whom would be off the radar for an in-house team or hiring manager.
*Image source:- Linked in Talent Trends for the UK 2015

*Image source:- Linked In Talent Trends for the UK 2015

Candidates. Not applicants.
A lot of talent attraction is aimed at attracting applicants, whether they are responding to an advert, applying on spec or through your website. A lot of these people may not be good matches for the role, hence a lot of time will be invested in filtering, assessing, matching and communicating with them. Using us will ensure that you only see candidates – job seekers who have been pre-selected and vetted to match all the criteria that you are looking for, and who are worthy of consideration and interview.

Help with employer brand
Large companies invest a lot of time and money in developing and marketing their employer brand, but many smaller businesses don’t have the same resources. Choosing Hunter Dunning means that we can give potential candidates a real insight in to your business – what it’s like to work there, benefits and career openings available; and a feel for the culture.

Partnering closely with us and giving us the time to visit your office and meet with key management staff means we should be able to represent you as an employer of choice. Social media and the interweb allows candidates to do their research more thoroughly than ever before; so the more knowledge we have, the better we’ll be able to clarify any points that may arise.

Budget/Resource
The biggest reason most companies choose not to use recruitment agencies.

With the economy in the UK being the way it has over the last 8 years, it’s only right to be stringent with budgets and tighten the purse strings. As per one of my points above however, there are time constraints to performing a thorough search, and therefore there are hidden costs.

This may surprise most people, but in many cases it’s actually no cheaper to attempt to recruit directly than it is to use an agency, and here’s why*:

  • Most companies underestimate the time and resources that need to be invested in recruiting (including costs as a result) by 90-95%.
  • In-house recruiting costs, on average, 12% of the candidate’s annual salary, varying depending on seniority (i.e. the more experienced, the higher the percentage); and not actually dramatically different from agency percentages.
  • Over 70% of in house solutions fail to source all, or even 90% of their vacancies themselves, therefore needing agency assistance.

Time to hire should not be ignored as a cost either…the average hiring time is 10-12 weeks, during which period there is little or no productivity from the manager in charge of the process; or the work is diverted to someone else. The productivity loss is estimated at £28,085 on a hire with a £40,000 average salary, with the average agency cost being far less than even half that figure.
*source: quarsh.com

What makes us different at Hunter Dunning is that our specialists are not driven by numbers…we form genuine relationships with both our candidates and our employers, and this in turn generates more and more referrals and recommendations – one of the best ways to source candidates. We care about our clients, and offer a service that isn’t just sending CV’s. We listen.

If you are an employer and would like to discuss the process in confidence, for any current or future recruitment needs, get in touch with one of our specialists on 01243 779789.