Time to Call In Reinforcements


Whether you’re filling a very niche role, looking for a new executive leader, or dealing with a lot of openings at once, there may come a time when your in-house talent acquisition team needs a little backup. When that happens, you may want to call in a third-party recruiter.

 

Third-party recruiters, whether full-scale agencies, independent freelancers, or anything in between, can be intimidating to some employers. However, there’s really no need to stress over the subject. In certain situations, hiring a third party is the best way to find quality talent in a timely manner.

By downloading the eBook, you hereby agree to the Recruiter.com terms of use and privacy policy.
Time to Call In Reinforcements
Special thanks to:

What you will learn in this eBook

A lot of employers freeze at that thought. Hiring an outside agency or independent recruiter feels like a big, intimidating step.  But it doesn’t have to be! If you know when to partner with a third party, how to choose the right recruiter, and how to get the most out of your relationship with them, you’ll see that working with an outside recruiter can be one of the best decisions your organization has ever made.



In this eBook, we’ll answer your burning questions about bringing a third-party recruiter on board, including:

1
Should I Work With a Third-Party Recruiter?
2
How Do I Find the Right Partner for My Organization’s Needs?
3
How Do I Get the Most Out of a Partnership With a Third Party?

Sneak peek

Myth No. 1: Third-Party Recruiters Cost Too Much

 

The first thing to know is that many agencies and independent recruiters charge contingency-based fees. Under this model, you don’t have to pay anything until the recruiter fills the position with a qualified candidate.



Myth No. 2: You Have to Give Up Control of the Recruiting

 

Process If You Hire a Third-Party Recruiter In reality, nothing could be further from the truth. Third-party recruiters are here to help you. They won’t forcibly snatch the reins from you or turn in whatever candidate they happen to find. Instead, they’ll work closely with you to understand your

specific needs. Plus, if a third-party recruiter offers up a candidate who doesn’t wow you, you always have the right to reject that candidate.



Myth No. 3: A Third-Party Recruiter Is Only a Temporary Solution 

 

Some people worry that third-party recruiters can’t solve longterm hiring problems. They can help when things get tough, but their use is limited to filling occasional roles. This can be true – but only if you want it to be.  


While some organizations only turn to third-party recruiters when they are struggling to fill a particular role, others foster long-term relationships with select agencies or freelancers. These recruiters then become permanent features of the organization’s recruiting strategy, rather than Band-Aids used to cover hiring problems.

 

Chapters

Introduction
Should I Work With a Third-Party Recruiter?
How Do I Find the Right Partner for My Organization’s Needs?
How Do I Get the Most Out of a Partnership With a Third Party?
Conclusion

About the author

Matthew Kosinski
Matthew Kosinski

Matthew Kosinski is the managing editor for Recruiter.com.  A graduate of Rutgers, Matthew is an experienced writer and editor

Time to Call In Reinforcements