6 Benefits of Working with a Specialist Recruiter

Over the past few months, the team at Coopman has been speaking to clients right across the market and there seems to be a common theme popping up - that companies are looking to go directly to market and advertise a job vacancy to see what traction they receive. On a couple of occasions, we have followed up with clients to find out more about how this direct approach has worked for them and many companies reported that they haven’t yet met anyone who has reached their expectations. Ultimately, the direct approach often leads to time pressure, over worked employees and a delay in the starting date of a new incumbent.

While Covid-19 has certainly been tough for many businesses and reducing costs is something considered at every opportunity, in my professional opinion, employers should always invest in their people, from the attraction of talent right through to retention. Working with specialist recruiters to find the best people for a team, business and company is the start of that investment.

Advantages of Working with a Specialist Recruiter

1)     Time: 

At Coopman, it is our responsibility as a professional recruitment partner of corporations to screen, vet and assess the suitability of a candidate for a role. I’ve heard many times over the past few months of frustrated clients syphering through hundreds of irrelevant CVs and wasting valuable time which could be focused on other important business tasks. Again, a lot of time is often spent interviewing candidates whom on paper fit the criteria of a role, however in person did not match the culture of the company and so, employers find themselves at the beginning of the entire process again.

2)     Candidate Experience:

From speaking to even more professionals on the market nowadays, job adverts are everywhere online across multiple channels which is causing a lot of noise in the market. As a result, occasionally opportunities are missed by people as they haven’t been directly approached by a specialist recruiter. CVs are also being sent to adverts on job boards with no feedback or follow up from companies, while some professionals report that when they see a job has over 50 applicants, they feel deterred from applying for the role.

The recruitment process is an extension of the brand and managed poorly, it could be detrimental for a company, particularly if it is going through rapid growth. Given the large volumes of applications and processes to manage, bad candidate experiences may unintentionally happen which can damage a company’s reputation. A common example of this is a month long wait between interviews with no contact, which may result in a candidate removing themselves from the process and feeling reluctant to apply again for future roles with the company. By using a specialist recruitment firm, regular contact is maintained and updates provided during the interview period, giving the candidate a pleasant experience.

3)     Positioning the Opportunity:

Understanding how to position a company’s vacancy in the market in terms of title, seniority, salary and package is vital. If an employer hasn’t gone to market for a while then things may have changed in terms of expectations – a good example of this is the appetite for hybrid or remote working in the current market. If the vacancy is positioned wrong, then a company may find that they don’t get the right traction with applications and it becomes more difficult to then reposition the role as people are left feeling confused and disinterested. Working with a specialist recruiter means you get up to date feedback and consultation before going to market, ensuring that the role receives a positive reaction.

4)     Selling the Opportunity:

Once a specialist recruiter gets a full briefing from a hiring manager on the type of individual they need, it is their duty to engage with the market and find suitable candidates for the role. Expert recruiters can speak directly to the market, sell the opportunity, explain the culture of the team and talk through the interview process and styles. For both the client and candidate, it can be a seamless and enjoyable process.

A recruiter will also engage the passive market where they constantly build relationships with those not active on LinkedIn or job boards but who will move companies for the right opportunity. In order for this to happen, passive individuals require professional engagement and relevant information which is where specialist recruiters play their part. Furthermore, it ensures that a company gets a full representation of the market and the best talent available across the board.

5)     Market Feedback:

As much as recruiters work with candidates, they also work with employers to keep them updated on how the market is receiving the role and the company, what trends and challenges are out there and ensuring that the people they meet are vetted and prepared to for the interview process. They also guide companies through the hiring process.

6)     Recruitment Strategy:

Specialist recruitment firms offer bespoke recruitment strategies for companies, as well as market insights and tailored reports to make clients aware of the talent available to them in a specific market. Working exclusively with a recruitment partner will lead to a mutually successful relationship as they to know the company, culture and people, and understand the employer’s talent needs, meaning they can identify where the gaps may arise, work with the company to meet your talent targets and find the right professionals for your company.

To Wrap Up

Positioning the role, executing the process itself and securing the best talent are components of hiring that each present their own requirements and challenges – getting these right are critical in a competitive landscape such as financial services and so working with those who know the market and how to guide both sides ensures that a positive outcome is realised through a consultative and engaging approach.

To find out more about the financial services market, contact us at [email protected].