A Bit About Bob...
Recruiting professionally since 2007, I've developed a significant specialty in the Banking and Financial Services sector. Having spent twenty years in the mortgage, banking and consumer finance sector myself, I have an in-depth knowledge of the skills required to get the job done. When you are ready to quit hiring just the top talent ON the market you can depend on me to find the best talent IN the market!
Why use a Recruiter...
In today's economy it's easy to become complacent about your hiring needs. After all, every job post draws hundreds, if not thousands of resumes. This often leads managers to believe that they have no need of a professional recruiter to fill their positions. This is an easy assumption to make based on pure numbers, but let's examine that assumption a bit...
How many of those resumes do you have to wade through to weed out the totally unqualified applicants and what is that time worth to you? Time is money, even if you have a lower level person doing the weeding it always costs something.
Then there's the quality of the hire...
Exactly what criteria does a prospective employee need to meet in order to fill your needs?
Will you be satisfied with an average performer with most of the requisite skills and experience to do the job?
Or would you prefer that perfect candidate who is already a top performer and has not just all the skills, but some of the best experience in the industry?
If you are satisfied with the first option, then you may be correct about not needing a professional recruiter. The second option though, is what most managers would choose, and it is this option that requires an aggressive, professional recruiter. You see, the top performer in most markets isn't perusing the job boards and sending out resumes. They are often highly valued and highly compensated where they are and look forward to a long career and advancement with their current company. It takes a trusted person to gain their interest in moving. Someone they do not perceive as a competitor or rival.
Are your corporate recruiters constantly networking with industry leaders and top performers?
Are they cold-calling into a company to root out the less visible top performing candidates?
If not, then you are missing a valuable opportunity to grow your organization with the best talent of all, not just the best talent currently looking.
This, then, is the difference between the best talent on the market and the best talent in the market.
When you're ready to hire the best talent in the market, call me and discuss your needs.
Why use a Recruiter...
In today's economy it's easy to become complacent about your hiring needs. After all, every job post draws hundreds, if not thousands of resumes. This often leads managers to believe that they have no need of a professional recruiter to fill their positions. This is an easy assumption to make based on pure numbers, but let's examine that assumption a bit...
How many of those resumes do you have to wade through to weed out the totally unqualified applicants and what is that time worth to you? Time is money, even if you have a lower level person doing the weeding it always costs something.
Then there's the quality of the hire...
Exactly what criteria does a prospective employee need to meet in order to fill your needs?
Will you be satisfied with an average performer with most of the requisite skills and experience to do the job?
Or would you prefer that perfect candidate who is already a top performer and has not just all the skills, but some of the best experience in the industry?
If you are satisfied with the first option, then you may be correct about not needing a professional recruiter. The second option though, is what most managers would choose, and it is this option that requires an aggressive, professional recruiter. You see, the top performer in most markets isn't perusing the job boards and sending out resumes. They are often highly valued and highly compensated where they are and look forward to a long career and advancement with their current company. It takes a trusted person to gain their interest in moving. Someone they do not perceive as a competitor or rival.
Are your corporate recruiters constantly networking with industry leaders and top performers?
Are they cold-calling into a company to root out the less visible top performing candidates?
If not, then you are missing a valuable opportunity to grow your organization with the best talent of all, not just the best talent currently looking.
This, then, is the difference between the best talent on the market and the best talent in the market.
When you're ready to hire the best talent in the market, call me and discuss your needs.