DIY Hiring V’s Recruiter

While kids are still having ‘Trick or Treat’ lollies for breakfast and the Melbourne Cup 2011 is still fresh in our memories, Christmas shopping is well under way having begun six or so weeks ago. Those most fortunate among us in the business community will be looking straight ahead at the contract lists for 2012 and considering their individual recruitment requirements. What a dilemma; where am I going to find the right people for 2012? Will the ‘skills shortage’ affect my chances of finding the right employee?

As a recruiter I often hear,

“We always do our own recruiting” or “I can’t afford a recruiter.”

In this brief article I am going to present the pro’s and con’s completely without bias of course and let you draw your own conclusion; which will be ‘How can you afford not to use the services of a dedicated recruiter’ like CaS Personnel.

Hiring DIY Style

You may need to consider the following:

·         How many people will be involved in the hiring process including department heads?

·         Where will you advertise?

·         Have you adequately described the vacancy?

·         Do you have the correct and relevant Key Selection Criteria?

·         Who will write your advertisement?

·         How much will it cost?

·         How much time is the process likely to take?

·         Who will read and paper sift the applications?

·         How many applications are you likely to receive?

·         What will your interview process be?

·         Will you have an initial phone interview?

·         First, Second, Third Interview?

·         Reference Checks?

·         Managing Counter Offers?

·         Withdrawing their application or declining the job offer.

·         Repeating the process

·         No Guarantee!

·         Now add the total number of hours and multiply by the hourly rate of those involved in the process.

Recruitment Services of CaS Personnel

Consider some aspects of our process and benefits:

·         Initial meeting with the client/department heads to discuss recruitment requirements.

·         Assess clients needs and requirements taking comprehensive notes and fact finding on but not limited to the following:

·         Job/Position description.

·         Company Culture/Office Culture (some time may be spent in the relevant workplace to gain this information as necessary)

·         Safety Record.

·         Induction Process.

·         Probation Period and Expectations.

·         KPI’s.

·         Working Hours.

·         Staff Turnover.

·         Employee Pay, Perks and Benefits.

·         Interview Process.

·         Expected Timeframe

Never having too much information we leave our client and prepare our advertising campaign and plan the best approach to sourcing the perfect candidates for the role. Each advertisement is individually tailored to the specifics of the role.

Having collated the applications a paper sift is conducted and initial phone interview takes place. After a further selection process we will invite suitable candidates for interview, depending on the role this process may take from several hours to several days. During this interview we shall ask each individual pre set questions the answers to which will be presented to our clients together with the list of ideally three candidates selected for final interview. Prior to this we will invite our clients to provide us with specific questions they would like to ask and included in the ‘Interview Report’.

We take away the strain and pressure involved in the recruitment process, we provide you with accountability and high professional standards, with ‘Old Fashioned Values’ where a job worth doing is done well. We listen because people matter to us!

We provide a Contractual Guarantee.

In essence this means should your DIY recruited employee leave; you as the employer are left to negotiate the pitfalls of the hiring process again from the very beginning and all associated costs!!!!!!