Here are 8 reasons why using Job Finders is likely to be the most cost-effective option for a client seeking to hire the best employees, regardless of the economic climate.

1.    Find the best candidates - just because there is a dim economic mood, it doesn't mean that high quality candidates are flooding online ads with applications. A high quality recruiter uses many tools and techniques to access and "woo" top candidates. Most clients just rely on online ads to generate candidates for jobs.  

2.     Speed - almost all clients attempting their own direct recruitment have higher daily priorities than hiring. Recruitment consultants have no higher priorities than responding quickly to a client request for quality permanent and/or temporary staff. A high quality recruiter should always be able to provide suitable candidates to a client, faster than the client can do it themselves (if they can't then they don't know their market niche well enough).  

3.    Recognise liars and frauds - a database and filing system, with deep history, allows a recruiter to compare the resume currently submitted by a candidate to one they may have submitted in the past. Considering that between 20% and 40% of resumes have significant inaccuracies (depending upon which survey you believe), your chances of detecting a fabrication or omission in a candidate's resume is generally going to be better than your client's.

4.    Skills testing and other assessment tools – at Job Finders we use online testing to accurately access the candidate’s skills, so you don’t have to.

5.    Temps - assessing and managing candidates for temporary or casual positions involves a slightly different set of skills to those required for permanent recruitment. Most clients have very little competence in effective temporary recruitment because they don't understand the subtle differences.  

6.    Act as a client advocate - when the client is recruiting directly, they have no independent advocate going in to bat for them with the candidate (remembering that quality candidates will almost always have other choices). We at Job Finders know how to most effectively present job opportunities and (mostly unknown) organisations to their candidates.  

7.    Market expertise – we at Job Finders know our markets and different niches so intimately that we can provide excellent advice to our clients about candidate availability, sourcing methods, salaries & benefits, hiring timeframes and key ‘push & pull' factors for quality candidates. It is highly unlikely that a client will have anything close to the same level of expertise about the relevant candidate market.

8.     Costs - there are also the costs to bear in mind. Advertising, for example, can be very expensive and the results vary widely depending on which publication is used. You may have to advertise using newspapers, specialist magazines and internet sites. If, for example, your vacancy is in Bromley, you may want your advert to reach candidates in the Kent, Surrey & South East London borders.

Next time you have a permanent, temp or contract vacancy, we at Job Finders would be delighted to help

Terms of Business

Click here to see Jobfinder’s standard Terms and Conditions