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:
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.