10 Reasons Why IT Recruiters Should Not Be Hired

Recruiters can be a useful resource for your company. They know how to find the best talent, they can fill positions quickly and efficiently, and they keep you from wasting your time interviewing unqualified candidates. However, there are also many reasons why you should not hire recruiters. In this article I will explain why these professionals may not always be the best fit for your company:

Recruiters can not always be held accountable for outcomes

Recruiters are not responsible for hiring decisions. It is a myth that recruiters can be held accountable for the hiring process, or for the performance of candidates in future roles. They do not have any control over whether an employee will perform well at their job, so there’s no way they could be held accountable if they fail.

It can also be difficult to track business outcomes based on a recruiter’s work because they often don’t get full visibility into what happened after someone was hired by another team within your organization. Recruiters usually only know that they received feedback from one manager but not necessarily what actions were taken as a result of their input or how those actions affected overall business results (if at all).

Recruiters are only hired to fill positions

Recruiters are hired to fill positions. They are not hired to fill roles. If you want someone who will help you find a candidate that can fulfill a specific role, then don't hire them!

If your company's hiring needs aren't well-defined or understood, then it's probably not the right time to bring on a recruiter. Recruiting is an expensive process and requires careful planning and execution in order for it to be successful.

Recruiters are not always experts in the fields they are recruiting for

One of the biggest problems with using recruiters is that they don't necessarily have expert knowledge of their fields. Recruiters usually have a generalist knowledge of many fields, and are not experts in any one area. They may not be able to answer questions about the specific skills needed for the job or what kind of experience is most relevant for it. If you're looking for an IT recruiter, you want someone who knows all about IT and will be able to help you find candidates who are experienced in whatever field you need filled.

Recruiters may not be hear about key decisions and thus cannot help with them.

You may not know this, but there is a world of difference between a recruiter and an IT hiring manager. Recruiters are often kept in the dark about key decisions being made by their clients. They lack access to information that would help them make better decisions for their clients. Obviously, this is bad for you as an IT professional because it means your recruiter may not be able to help with anything except telling you about jobs that aren't right for you (which doesn't count as "helping").

Recruiting is a resource intensive process that requires a lot of time and effort to get right.

Recruiting is a resource intensive process that requires a lot of time and effort to get right. Recruiting is not a one-time process, nor is it one person's job. It takes an entire team whose job it is to keep the recruiting funnel full of candidates by finding them, vetting them and sending them through the pipeline. This takes time, effort and money.

Recruiters don't always understand the needs of the business

Recruiters are not always in the loop

Recruiters are not necessarily experts in their fields. They do have access to a large pool of candidates and can provide you with someone who fits your requirements, but they don't always know what business needs are best or how to evaluate them. Recruiters typically look at experience, education and other factors when they choose potential employees—all things that may be useful in making an informed decision about hiring someone new. But there's more than one way to accomplish something, so it's important for recruiters (and companies) alike to think about whether candidates' skills will actually work for them on a day-to-day basis before making any final decisions.

Recruiters aren't necessarily experts in the business

Recruiters might also lack expertise when it comes down their own industry expertise or even just knowing how various jobs roles work within different organizations," says Nathan Berninger, an HR professional who has worked for both startups and large corporations. "They're often focused more on filling open positions than thinking through how those jobs fit into broader organizational goals," he adds. "Sometimes this means missing out on key information about which roles should fill certain needs first."

The process of recruiting is complex and multifaceted, hence recruiters are not enough.

The process of recruiting is complex and multifaceted, hence recruiters are not enough. Recruiters are often not held accountable for outcomes (i.e., hiring the right person). This is true even if they have a strong understanding of the technical skills required in a particular position.

Recruiting requires a deep knowledge of your organization's needs as well as what's out there in the market. Without this knowledge, it can be impossible to find someone who will fit into your organization's culture and work well with others within it

Using a recruiter doesn't necessarily mean you will get better candidates.

Unfortunately, recruiters may not be able to find candidates that are a good fit for your company. Let's say you run an IT company and you're looking for a new software developer. You hire a recruiter and he sends you three candidates from his database:

• A candidate with only 10 years of experience who has been coding since high school and has worked in multiple languages but has never worked on any large projects
• A candidate with 30 years of programming on many different types of systems but hasn't worked with databases
• A candidate who knows several languages including SQL but isn't familiar with object-oriented programming

You would have to provide some level of training or expectation management for the recruiter

You would have to provide some level of training or expectation management for the recruiter, who is not always aware of what you would expect out of them. Recruiters are going to be working with you on a regular basis and will need to be trained on how you want them to conduct themselves. If you want them to be more proactive or less so in their communication, this is something that needs to be communicated clearly from the very beginning.

You also want to ensure that recruiters know what kind of culture exists within your business and how they can help contribute towards it by ensuring candidates fit well within it, while also ensuring they don't bring any unwanted disruptions with them during their interview process..

It's easy to hire recruiters but even easier to fire them once things change.

Hiring a recruiter is easy. Simply find the one you want, give them your job description and wait for them to come back with candidates. They're also easy to fire if needed. All it takes is a quick email saying they're not working out and they'll be gone in less than 24 hours.

You don't have to do much training or management of your recruiters either because most of their work doesn't involve working directly with employees—they simply send you resumes and expect you to do all the real work of bringing people on board!

Hiring recruiters is usually not as effective as hiring someone internally.

Hiring recruiters is a big decision for any company. You want to make sure you hire the right candidate for your company, and that means finding someone who fits well with your culture and values.

• Recruiters can be expensive. They usually charge by the hour or on a retainer basis, so if you end up with multiple candidates but don't end up hiring any of them, then it'll cost you more money than if you had hired an internal employee directly.
• Recruiters aren't always the best choice for finding the right people (or even candidates). Many times they will only show you job descriptions and resumes from people who have applied through their company's website or if they've been referred by another employee; this means that although these people might fit within some of your requirements, there could be others out there who might be better suited for what you need but haven't applied yet because they didn't know about this opportunity until now!

Conclusion

The recruitment industry is a competitive one and as such, it’s easy to understand why companies are tempted by the idea of hiring recruiters. However, a lot of research has shown that there are better ways to go about filling positions in your business than simply relying on an outside agency. The best way to make sure you get the right candidate for your company is by hiring someone internally who already understands its culture and values.