A recent study released by LinkedIn News revealed that an incredible 53% of the workforce is currently job searching. This statistic can serve as a storm warning for candidates and human resources professionals alike. With a small tsunami of turnover on the horizon, internal recruitment teams will be bailing water to keep the ship afloat under the weight of candidate volume and placement needs. Sorting through hundreds of resumes, scheduling endless interviews, and dealing with an overwhelming number of applicants can quickly become a barrier to achieving critical business goals. This is where the expertise of an external recruiter becomes invaluable.
Working with a recruiter doesn’t just help you fill positions faster—it saves your company precious time & resources. Here’s how:
When you post a job opening, you can quickly be flooded with applicants. While this may seem like a good thing at first, there can often be more chaff than wheat. A skilled recruiter acts as a filter, thoroughly vetting candidates based on your specific needs and dynamic company culture. Beyond basic resume filters, a recruiter can assess a candidate’s soft skills, cultural fit, and potential for growth—all factors that can be difficult to gauge from a static application alone. As a result, you only see candidates who truly meet the criteria for the position.
In some cases, businesses need to hire quickly but do not want to publicly announce the search for new talent. Whether it’s a sensitive C-suite hire or replacing a team member while keeping operations running smoothly, confidentiality is often key.
Recruiters handle talent searches discreetly, ensuring that the search is conducted privately without drawing attention to your company’s hiring needs. This protects both the company’s internal processes and the candidates who may not want their job search to be public knowledge. By working with an external recruiter, you maintain control over the narrative, sparing you from unnecessary rumors or internal disruption.
Not all top talent is actively seeking new job opportunities. Recruiters are skilled at reaching out to passive candidates—those who may not be actively applying but would consider a move if the right opportunity came along. They can also leverage their network and industry connections to identify individuals who may be a perfect fit for your company. This significantly improves the talent pool, without internal teams spinning their wheels attempting to engage candidates who may not even be available.
The hiring process requires significant time and effort from your internal team. Between writing job descriptions, posting job ads, reviewing applications, conducting interviews, and negotiating offers, your HR team can quickly become overwhelmed. Recruiters can share this load, helping to write compelling job descriptions and advertising appropriately. They can also smooth out many of the challenges that can arise during the hiring process, such as counteroffers, salary negotiations, and candidate rejections. This allows your team to focus on its core tasks, such as onboarding and developing existing employees.
Having a reputation as a premier employer starts with a pleasant and efficient hiring process. Too often teams find themselves working so hard to satisfy day-to-day business goals that they are unable to manage a candidates’ experience as gracefully as they would like. Recruiters can greatly improve the candidate experience by being more accessible to the candidate, providing consistent feedback or updates, and closing any communication gaps. This not only improves the employer’s marketplace reputation, but can also increase the likelihood of a top candidate accepting their job offer.
In an ideal world, every hiring process would be quick, efficient, and lead to the perfect candidate. While this isn’t always the reality, working with a recruiter is one of the best ways to streamline your search, protect your company’s confidentiality, and save valuable time in the process. Providing these streamlined results within food processing and CPG is a hallmark of the Frank Group Process. We leverage our expertise and saturation within our niche market to close the loop on the hiring process quickly and efficiently.
Are you starting to see a surge in candidate activity?