We frequently meet with business leaders who follow a conventional approach to fill their open roles:

  • Engage an internal recruiter or HR professional to complete the search
  • Post a job description on a job board
  • Review resumes submitted by applicants
  • Complete phone interviews of applicants
  • Conduct in-person and office interviews to assess the candidate fit
  • Make an offer to the best candidate identified

The process, which normally takes six to eight weeks, may yield two or three qualified candidates depending on the type of role and the marketability for candidates.

Many organizations are reluctant to engage an external recruiter (i.e., a “headhunter”) or pay a recruiting fee until they have completed the steps above. Organizations should consider the following factors when determining whether to engage a recruiter:

  • Is the role critical for your organization? Will the organization experience a substantially greater return if they fill the role with a great candidate?
  • What is the market for candidates in this particular industry? Will you be able to find a sufficient number of qualified candidates to fill the role?
  • Do you need to fill the role more quickly? Is the organization incurring significant cost from lost productivity or reduced engagement by employees who are working more to complete the work until the role is filled.
  • How marketable is the role and the organization? It is becoming more common for candidates to accept counter-offers and decline job offers. As a result, the role needs to have some unique elements to be attractive to job candidates.

Organizations facing any of the challenges above should consider all possible options to help them fill their role quickly and effectively. In these situations, using an external recruiter may be a great choice to increase the candidate pool and fill the role with a great candidate.