Yes, you prefer to save costs and not have a recruitment business partner – we understand and have all been there at some point. You are trying to save money by not paying expensive agency fees while sweating through hundreds of applications and you are convinced that in the end you will find the right candidate and it won’t cost a cent. Think again!
Have you taken a moment to consider what the cost of your time and efforts are during the entire recruitment process or what it would cost you to have someone on your payroll perform this function?
Let’s briefly look at the recruitment process and what it entails:
1. Find a platform to post your ad on
2. Get applicants
3. Sift through the applications
4. Shortlist the top 5 – 10 candidates
5. Set up interviews
6. Interview candidates
7. I found my candidate
Easy right?
Think again!
Firstly, you have to draft an advertisement and decide which platform(s) will provide the best visibility. When organizations are trying to save money, they will usually opt to use free advertising platforms which will introduce their own set of challenges. There are many job boards available and a lot of them offer free job postings. By making use of these you can be assured that you will get more than enough applicants (the one vacancy I recently posted received 250 applications) BUT the question remains:
Are they quality applicants?
With the job market being inundated with desperate work seekers, candidates will apply, even if they don’t meet the criteria! This is where the fun starts – you have to screen through all the applications. Hopefully, you have a screening mechanism to immediately and automatically disqualify candidates that do not match your requirements – if not, you will most certainly spend the next couple of days screening through hundreds of applications, reading through each application to ensure that you are not missing a possible superstar.
Once you have completed the screening you have to start contacting your potential candidates to determine whether you would want to interview any of them. You will have to coordinate the scheduling of the interviews, follow up to ensure that the candidates are ready and will attend and that the interview panel has all the necessary documents in preparation for the interview.
You will have to attend all the interviews, summarize the outcome of each, discuss your findings with the panel members and hopefully be in a position where you are able to select a candidate.
At his point you could easily have spent more than 24 working hours (at a minimum) on the process and you have not even appointed someone yet and it does not end there – you still have to decline unsuccessful candidates, prepare an offer, negotiate with the candidate, and the list goes on.
Why should I choose a recruitment business partner?
I am sure that at this point you will agree with me that recruitment is not a simple process – not if you want to do it well that is. You have to spend a tremendous amount of time and effort to ensure that the process runs smoothly – time that could have been put to better use working on your business and not in it. This however still doesn’t mark the end of the road. You might have to enter into negotiations with the candidate to convince them that this is the right position or worse, you do not find the right candidate and have to start the entire process again.
Why do I need a Recruitment Business Partner?
- We get to know your business and understand your culture before we start the recruitment process.
- We have the processes, tools, and technology in place – no cost to you
- We have industry knowledge and experience and we are street smart. We know what to look out for (even during the initial screening process) and we usually know when we have an issue during the 1st three minutes of an interview.
- We will not inundate you with CVs, we only put forward the best suited and qualified candidates resulting in you having to review three CVs instead of 50.
- We check qualifications, experience, and culture fit when considering whether a candidate is suitable for your organization.
- We make sure we understand what the candidate’s aspirations are and that it matches what the client is offering – there is no sense in proposing someone who would like to be on a different career path a year from now
- We are upfront – if we cannot find the right candidate, we will tell you. We will highlight the challenges we are facing (whether this is salary, the combination of skills required, or any other reason) and discuss how we can amend the requirements for the role
- We do use traditional methods to identify candidates but more often, our extensive database has already qualified candidates resulting in a much shorter recruitment process – we could have CVs in your inbox in a matter of days.
- We offer a placement guarantee and extensive screening and vetting processes,
- We amend our recruitment process to supplement your internal processes
It’s clear that the recruitment process takes a tremendous amount of time out of your day, where you could have spent it working on your business. As an HR and recruitment business partner, we see these struggles happen every day. We strongly advise that you leave the recruitment process in the hands of those with the “know-how” and focus on other daily tasks. At Norco Inc we are always ready for a challenge, so don’t hesitate to get in touch and find out how we can make your life easier in finding the perfect match for your business.
AUTHOR:
Yolandi Nortje, owner of Norco Inc.