organization with a significant hiring need is faced with the all
important question, "Should I subscribe to an online job board to
'surf for resumes' and post my positions or should I hire the services
of a professional recruiter. The thought process often begins with
“there are a lot of people actively looking and I might find someone
just waiting for my call. Furthermore, using recruiters can be
expensive." There is no
right or wrong answer to this question.
The answer is dependent upon the answers to several questions
such as: what are the number of positions that need to be filled, are
the positions "strategic hires" for the organization, what
does the position cost your organization by being vacant, what is the
level of the position, are you seeking a niche skill set required, is
the hiring time frame critical, what is your hiring budget, do you have
someone dedicated to the recruiting process and how many hours you
and your staff are willing to devote to the "hiring" process
in lieu of your day to day obligations.
These are all issues that factor into the equation. It is also
necessary to determine if the approach to talent acquisition will be
"active" or "passive".
have discovered, Job Boards can be very costly, and unlike other things
in life, you don’t always get what you pay for.
Monster Board is probably the most well known site and it can be
quite effective although it may not be the best site for your needs. A
single Monster Board license costs approximately $10,000 annually and
includes a basic membership. For additional charges you can form
specialized packages, and add additional licenses.
Other sites are generally found to be priced directly
proportional to their value. Multiple Job Board subscriptions incur
additional costs. After subscribing to Monster Board , it is quickly
evident your investment of $10,000 or more is merely a sunk cost. You still do not have a single
candidate. You or another member of your organization must now invest
valuable time to review resumes, contact prospective candidates, screen
candidates for both personal and professional skills and make sure that
they are qualified, interested and compensated competitively. It is then
necessary to manage the follow-up phone calls, sell your opportunity,
confirm their availability window of opportunity coincides with yours
ensure that they accept the offer extended. If you are willing and able
to manage this process your
"cost per hire" may theoretically be less than using a
recruiter will charge 30% of the starting salary for candidate hired.
The advantage of the recruiter is that you incur no out of pocket
expense without the guarantee a candidate will be hired. The
disadvantage of a recruiter is that multiple search fees can become
expensive. On the other hand, after investing $10,000 or more with the
online service and expending significant amount of your time you may
have no viable candidates to pursue.
position that you are hiring for critical to the survival and growth of
the business? Is the position you are hiring for critical to resolve
existing business or revenue threatening problems? Most firms cannot
afford to leave critical
positions vacant, nor can they afford to hire the “wrong”
individual. It must be
determined if you looking for Senior or Leadership talent from a person
who has "Been There, Done That" or if it does not matter? Can
you afford to take a passive approach and hope that you get lucky in
that the perfect person that you are looking for also happens to be
looking for a position at the very same time versus actively seeking and
recruiting the talent that you need from your competitors? Remember, the
person you are looking for may not be an active job seeker and may not
have posted his resume or responded to your ads. If the positions you
are seeking to fill are "nice to have" but not critical
perhaps the talent you need can be found on the job board. If
criticality of the position is a factor, a professional recruiter will
be your best choice.
all specialists are just that they might not have the particular
specialty to help you with your specific problem. The same is true for
Job Boards. While some job boards will claim that they represent all
kinds of technical candidates and job postings, some are better and more
specialized in certain areas than others. If the skill sets you are
looking for are uncommon skill set on the Job Board you are wasting your
company’s money. Generally
these specific talents are not very widespread on most major job board
sites. In addition, a number of these specialties have very small and
well-known communities of individuals that are less likely to advertise
that they are seeking new employment on a job board. In most cases, an
active multi-approach recruiting effort is the only way to find the
talent you are seeking. Passive strategies simply do not work.
Recruiters can use their skills to network active candidates and query
their talent communities to zero in on prospective candidates for your
organizational needs. Passive
recruiting via job postings and searching databases will not yield the
same results. On the other hand if you are looking for more mainstream
and general skills the job
board may be the most efficient, economical and best choice.
is also a critical factor in determining which source to use. If you can
afford to wait for the "right" person to become available then
by all means the job board approach may be the best avenue. Conversely,
if this person must be on board in a critical amount of time the active
approach of using a Professional Recruiter may be your best solution.
if you have limited resources you may be limited to using job boards and
no decision needs to be made. However, don’t be fooled by the dollar
amount that you are really spending to hire someone with this approach.
If you must manage the hiring process such as writing and placing ads,
reviewing responses, calling and screening candidates, selling the
company, closing the candidate, etc. there is an inherent cost to this.
If they are doing these activities they are not doing the things they
were originally hired to do. An employee’s hourly wage and benefits
although somewhat hidden in the process is still a relevant cost that
must be calculated in the "cost per hire." Furthermore by
using in-house staff that are not professional recruiters you may not be
able to attract the right talent you are seeking or interest people in
wanting to come to work for you. You may wind up with an inferior
candidate just because they were available and easy to find. And don’t
forget the fact that good outside recruiters also serve a role of
"Marketing Agent" for you company shedding positive light on
your product or service as well.
pointed out above, there are many factors to consider in deciding what
approach to hiring that you wish to take. You must decide whether you
need is important enough to warrant an active or passive approach.
Boards provide a "passive" potential solution, require
significant out of pocket expense on the front end, demand significant
staff time involvement, may result in an inferior candidate in many
cases and do not guarantee any results whatsoever. However, they may be
appropriate for you if your needs are not critical and the skills you
seek are not very specialized and/or in demand.
On the other hand, a talented and experienced professional recruiter (i.e., one who knows the market, has a good reputation, is skilled in various search, recruiting, and sales techniques, and markets your company, and takes the time to thoroughly understand your need) is an "active" approach and offers great value for their service. While the fees incurred will be more than the Job Board approach, a competent top tier candidate that helps your company prosper and grow is an investment in your company’s future and only a minor one time blip on your bottom line.