If you are an employer who is using professional recruiters, you are already aware of the many benefits. However, if you have not used such services, consider the following advantages of working with an experienced and knowledgeable professional recruiter (Head Hunter):

If you work with a good professional recruiter:

• You get appropriate resumes
• The candidates have already been carefully screened and culled
• Instead of plowing through piles of resumes mailed in you are presented with a well selected group
• You know what the salary issue is all about
• You know if the candidates will relocate, and how soon they can start, if job is offered
• You don't have to pay anything to anybody until the candidate has been interviewed and has been placed
• If the candidate causes expulsion within 90 days from hire, the professional recruiter must find you a substitute, at no additional cost
• If you have an exclusive or retained search (for the hard-to-find candidates), the responsibility of the professional recruiter to you extends over 6 months

When you seek candidates through conventional means:

• You put ads in the paper and/or periodicals
• You pay the cost of the ads
• You get resumes, many of them are not related to the published positions. People figure that if you are staffing, you just MAY need their services.
• You need to occupy your staff to go over all the resumes, cull them, and finally end up with about 10% or less of what has been sent in. This takes time and effort, and, yes, money.
• Once the resumes have been selected, you need staff to call each and every one of the candidates to fill in missing information and qualify the candidates as viable. Information such as
  • Current and desired salary (about 90% of resumes do not give this information, by suggestion of the "specialists")
  • What prompted them to seek a change in employment
  • What are they looking for in their current search
  • Is their technology in line with the requirements
  • What is their geographical flexibility
  • Will they consider relocation, and will they move by themselves or with members of family
  • Do they own a home that they must sell in order to relocate
  • What year did they graduate (many of them do not mention this fact)
  • Does their personality match the company's environment
  • etc. etc. etc. etc.
• When performed by a professional, prescreening interviews done properly will save your company time, money, and energy.
• If after all this work you do not find the right candidate, you are back to square one. The cost of the ad is lost, the salaries paid to your employees are history, and you are back at the drawing board.
• If you are lucky, and you do find desirable candidates, you are still not out of the woods. If the candidate leaves work prior to 3 months, for any reason, you have no recourse.

If you are not convinced, or have any additional questions, I encourage you to call us, the professionals.