Many articles have been written about companies using job boards and direct hire methods to cut recruiters. True, HR administrators can hire roles requiring little or no interviewing, but do these methods inspire employee engagement? Not at all.

You can get 100 applicants from promoting on LinkedIn, and have the HR administrator or in-house recruiter spend hours sifting through digital CVs, then a few hours more arranging tests, and a few more hours for the initial screening interviews. Oh, and let’s not forget to plan and schedule interviews with the hiring manager…phew!

Get Ahead with Good Recruiters

During the long-winded admin and recruitment process, your competitor has phoned his trusted recruiter at CML and has accepted two excellent CVs in 24hrs. His recruiter has made it easy to begin interviews within 48hrs and has freed up his time so he can review them all. Now, from a candidate’s perspective, which would you prefer? From a hiring manager’s perspective, which would you choose? It’s straightforward – Good recruiters make your life easier.

Having surveyed our own candidates, many have said they would not apply for jobs on a job board because they never hear anything other than the automated response. Additionally, it takes 2 weeks for an official follow-up response to be sent. At this time, the candidate is uninterested in the role they had applied for. If you are a hiring manager, do not let this be you. Use a recruiter.

We have also discovered that many candidates are unaware of the companies they are applying to! Granted, great job adverts on solid job sites, branded by the company, will engage the audience – but how many potential candidates are you missing? Many candidates have given up applying to the job boards and are asking recruiters to make it easy by providing introductions. This way, their job search is narrowed down to specifics and time is not wasted.

Knowing the Market

There are many “them and us” between job boards, recruiters and employers. I believe that to get the best from the talent pool a company must integrate a policy that allows them to use top recruitment methods, including recruiters, for all job placements. For example, it’s OK to reach out to a recruitment firm for executive hires but not use a job board. The controversy is that many hiring policies suggest hiring managers use recruiters for high-paying roles vs junior roles. This seems absurd; why not take it position by position rather than create a sweeping policy that cuts off certain areas of the available human capital to your organization.

In the title, “good recruiters” means those that know their market, want a partnership approach and are honest about their deliverables. Often client frustration occurs when a recruiter cannot deliver within the stated timeframe, often leaving the hiring manager or board in a workload crisis! Most agencies will already be using job boards as part of their research approach, but they are not used in isolation. When combined with headhunting, talent mapping, and utilizing tools, good recruiters get the job done well!

Building Relationships

Finally, building long-lasting relationships matters. A job board won’t understand the personality requirement for a job, won’t be a call away when you need an effective solution, and be able to crosscheck background references. A job board won’t give you free advice and would have qualified candidates already at your disposal. Plus, a job is not CML Offshore Recruitment.

Skip the hassle and find qualified candidates and good recruiters with CML Offshore Recruitment. For more information on the recruitment process, don’t hesitate to contact our team at info@cml.ky.