Reaching out to a Third Party Recruiter, are you sure you’ve got the right one??
Sure, it easier for companies to directly hire the right talent for even the most demanding roles. At first glance it’s a bit like being a kid in a candy store. For the in-house Talent Acquisition Specialist – the world seems to be at your feet, there is the opportunity to make contact with just about anyone – WOW. But, is the glass half full or is it really half empty. The reality is the recruiting challenges of today are huge – it’s a bit like scaling Mt. Everest alone …
The Internet: LinkedIn, Facebook, Twitter and such – have essentially thrown the doors open for really easy contact and communication with great people from different skill groups and levels. But those hard recruiting challenges will continue to remain as tough as ever. Job sites offer career seekers easy alternatives to showcase what they do. Business networking is hot and companies are working diligently and spending big bucks in the process to drive traffic to their career portals where they market themselves on their corporate websites to job seekers.
But, finding that top talent in extremely high demand and very specialized areas in Purchasing & Supply Chain Management (Inventory, Supply & Demand Planning Logistics & Transportation) for example, continues to be like finding a needle is a haystack.
In-house recruiters are definitely savvy professionals, much more adept than ever at meeting the needs of their internal clients. But just how to tackle what exists out there efficiently is a voluminous task. Quantity definitely does NOT equate to quality. Today’s technologies have opened up a new world of possibilities for anyone whose role it is to source out talent. It’s definitely a recruitment revolution. While on the one hand these are highly exciting times, on the other hand it’s enough to make anyone put their head in their hands and just sigh. And the recruiting options keep growing and growing and growing.
So here’s a stark reminder for all of us as we run around like kids in that candy store. Some of the old rules still apply but with some revisions.
The 80:20 Rule continues to hold its firm grip!!!
80% of those really challenging or complicated searches are still being filled through networking into the very passive candidate market through good old fashioned direct recruiting. This is where Niche Recruiters score top marks over Generalists who no longer make the cut. They just don’t have the depth. Specialty recruiters are the here and now of Third Party recruiting…. Real experts in their field, knowledge based, highly networked and well respected in a very narrow vertical, they are way better recruiting partners to organizations because we know exactly where the talent is in our specific vertical and stay on the leading edge of recruitment hiring trends. Recruitment Specialists are simply really worth their weight in gold. Really smart organizations continue to include expert specialty recruiters as part of their overall hiring strategy.
So reach out to a Recruiter when needed but make sure to question carefully as to what they really, really do well and if it’s not what you are looking for, take a pass and find someone who does it better.
Argentus’ niche verticals are in Contract Workforce and Permanent Search for Supply Chain Management (SCM) – Logistics, Materials Management, Distribution/Warehousing, Strategic Sourcing & Procurement, Change Management, Retail Operations, Retail Merchandising, Supply & Demand Planning, Allocation and Inventory.
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Over and out