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Anyone who has hiring experience knows that the process can be overwhelming. The sheer volume of candidates alone can leave you staring at a list of resumes that can take days and sometimes weeks to get through. Even though you have made great efforts to clearly state the requirements for the open position, the vast majority of candidates that apply are not qualified.
You have an important position to fill. Maybe you tried to conduct the search yourself by using an in-house recruiter, job boards, or word of mouth to find the right candidate, but still find yourself without anyone to fill your critical position. Spending a significant amount of time trying to find someone to fill a vacant position makes finding the right candidate even more imperative. Because you feel pressed for time, you make the decision to hire an outside recruiting firm to find the right candidate. How do you know how much time and effort they will put into helping you find the person you are looking for?
In today’s day and age, there are many ways to go about finding candidates to fill open positions. Most companies prefer to hire professional recruiters to help them find exactly the right candidate because it allows them to spend time on issues that are more relevant to their field. In addition, they assume that professional recruiters will be much more effective in seeking out highly qualified candidates. However, this is not always the case.
It is always a little scary to hire additional employees. It is a good hiring practice to first make sure you have the business to support them, as you certainly don’t want to let other valuable employees go in order to afford new ones. It is human nature to want to make sure you have “all your ducks in a row” before you proceed with any decision, especially with one as important and costly as hiring for key positions. It is normal for employers to be hesitant in proceeding with such a significant decision to alter the human capital of their company. As a result of this hesitancy, employers may end up not hiring anyone even though they need additional support to accommodate the increase in their business. Employers might think that resisting the need for additional employees is a pretty good plan, as it will keep their costs down as their profit increases. But wait just a minute - there is a hidden danger in this approach that every company should be aware of.
Anyone who is in a position to hire for their company knows that hiring the right person is critical. If you hire someone who turns out not to be the right fit, you end up in a worse position than when you started due to having to let that person go and start the process all over again. The same is true for hiring the right recruiter. The job of your recruiter is critical.
As 2016 unfolds, we’re taking a look at what businesses in the technical industries can expect in the coming months. This will be a great year for the technology sector. 2016 is expected to bring more private sector, consumer and government business to the sector. How will this affect your recruiting? Will the technical recruitment trends for 2016 make it harder to find top talent for your open positions?
Anyone who is tasked with filling technical positions soon finds out that this is indeed a unique challenge. Of course, as with filling other types of positions, you have to make sure that the person you hire is a good fit for the company culture and will also be able to make a positive contribution to your bottom line.Testimonial
"I am so glad I trusted the expertise of Anderson Sterling Associates to help me hire talent for General Dynamics! As the HR director, I appreciate ASA's collaborative approach and support for my department. It truly feels like Victor is part of our company. I am completely satisfied and look forward to working with ASA for future placements."
-Ana Sotomayor
Director of Human Resources at General Dynamics