Advertising a position is no longer about sending out a job posting and waiting for applicants to come to you. In many industries, candidates possess many in-demand skills that allow them to drive the job market. So as a hiring manager, you may find yourself actively seeking out talent during the hiring process. Working with a recruiter is one of the best ways to do this. On one hand, you'll have an active partner in your search, and on the other hand, the recruiter will be able to vet each candidate before you meet them. This saves you both time and money in your candidate search.

However, many hiring managers have found that established recruiting firms are beginning to lose their mojo. In this highly competitive job market, this can be a significant problem. If you want an energized, diverse candidate pool, it may be in your best interest to investigate a new recruiting partner.

The Problem with Older Firms

Many established recruiting firms follow outdated recruiting practices. For instance, today's candidates are looking for a high degree of transparency. These older firms often practice a great deal of secrecy, hiding the name of the hiring company and even the title of the position itself. This can be off-putting and quickly lose the interest of talented candidates.

Others may openly use your company name but practice indiscriminant interest by contacting every single posted resume on the major job hunting boards. This can quickly sour your company's reputation in the job market. Once you've found good candidates, these recruiting firms may further drive them away by unnecessarily extending the interview process or significantly lowballing them on salary offers. These traditional and extremely outdated recruitment methods can dry up your candidate pool well before you've had the chance to assemble a talented staff.

Why You Need Fresh Faces

By switching it up with a new recruiting partner, you can eliminate many of these defunct recruitment practices. Instead, you can take advantage of a culture of honesty and transparency that many candidates find appealing. Additionally, a new name won't be associated with the bad reputation of many staffing agencies, so the candidates will feel that they're building a valuable business relationship rather than working with a cookie-cutter recruiting firm.

Newer agencies also have a keener understanding of where they can find the most talent. It isn't simply about job boards; it's also about the social aspect of job hunting. For instance, modern recruiters will often use sites like LinkedIn to find candidates matching your desired skill sets and work history, and make social contact with them before they begin the big pitch. This can create a good, lasting first impression that will have job hunters excited to work with you.

So get rid of your old recruiting firm and get some fresh blood on the job. With a new take on the recruiting process, you can catch the interest of qualified candidates and re-energize the candidate pool once again. Contact the experts at Bear Staffing today.