Why Use A Direct Hire Recruiter?
Let’s not beat around the bush – The cost of hiring an employee who isn’t a match for the work “culture” can be detrimental to the bottom line. If you, like most HR employees or hiring managers, are living at this bottom line than heed these words carefully: Use a third party for direct hire.
If that’s not good enough then let’s break it down a little more: If you fail 3 times to hire a direct hire employee for a position that doesn’t require flipping burgers then your hiring manager is going to blame HR. HR is then going to blame the pay rate and the pay rate has no say in the matter. So, regardless of how little you had to do with the “hard cost” of doing business – the blame falls on you.
Whether you are a chairman of SHRM (Society of Human Resources Management) or the Director of Direct Hire for a large corporation, medium-sized business or mom-and-pop-shop then you need to understand a very basic principle: Paying 15% of 1 year’s salary to match the perfect job with the perfect candidate is pocket change compared to the cost of paying out three-times the annual salary of an employee that doesn’t pan out.
The first quarter of 2012 has come to an abrupt end. Many of us in the field of Human Resources are asking ourselves “what the heck just happened.” You know us HR folk, are always underappreciated – and underpaid. The numbers are astounding. The only question you should be asking yourself is: “How am I going to capture the most talented individuals when demand is so high?”
How do you get ahold of the professional and business services sector that has exploded in the past year by 1.2 million? You either better get yourself a really good salesman or AJO Associates.
Every Human Resource specialist has been in a position like this:
Hiring Manager: “Hey, Nancy (fictitious name to protect the identity of our HR person): I’m going to need you to fill a position for a direct hire.
Nancy: Sure, what do you have for me? (Nancy gives a big fake grin)
The hiring manager drops a job description for a direct hire on a pile of unsorted job applications and unread updates on HR regulation changes.
1) Must be a genius in (Insert Field Here)
2) Doctorate in (Insert Field Here)
3) Fluent in: English, Spanish, Japanese, Sign Language and Pig Latin
4) Has to be exceptional in: Sales, Operations, Makreting and a background in engineering
(So Nancy ignores the typo and keeps reading)
5) At least 125 years of experience in Packaging Science
6) Must be “polished”
7) Salary: $15,700
Nancy: (Thinking: LOL) Okay, I’ll check the database and see what I can come up with.
Hiring Manager: I appreciate ya! (Thinking: If she comes up with this one, I’m going to have to promote her).
Hey hiring manager! Nancy has a lot on her plate. Besides having to staff for the new sales training class, retention training class, Marketing Manager (this one should be easy) and Director of Account Management you just dropped this purple squirrel on her desk. Common now, give Nancy a break and call AJO & Associates.
Regardless of how well established a company may or may not be, no one wants to carry the burden of a sofa on their back – even if it’s IKEA’s light weight sofa, it still takes a toll. Let’s take a glance into the day of recruiter:
8am: Calls from candidates
8:30: Calls hiring managers
9am: Come into work
10am: Geez, is anyone going to ask me how my day is going?
11am: Job Fair announcement
12:03 – 3:45: (Damn, lunch got interrupted again) Interviews
3:35 – 3:38: Break!
3:38 – 5:00: interviews
5:00: Going home… Oh, nope…
5:00 – undetermined: Looking for a Packing Engineer with 125 years of experience , polished, with a Doctorate that speaks pig Latin (Ugh, this is going to be a long night)
In the world of Human Resources the direct hire is always a gamble. Even with advent of the “recruiter.” What you, as a direct hire management needs to do is call AJO Associates.