Small businesses are feeling bullish about the future, according to some reports. The Index of Small Business Optimism, for example, reached its highest level since 2004, reports the National Federation of Independent Business (NFIB). But if your company is to adopt and capitalize on that optimism, you’ll need the right employees in the right roles. And that’s not easy in a today’s tight job market.
A recruiting Catch-22
One reason for the hiring difficulties cited by respondents could be that many small businesses lack in-house recruiting resources. That often leaves hiring duties in the hands of the business owner or top-level managers whose time and resources are already stretched thin. Because of competing demands, hiring often drops to the bottom of their priority list.
The real costs of a bad hire
When you don’t have time to properly vet candidates, you increase the odds of hiring the wrong person. And that risk is coming home to roost for small business owners. Four out of five survey respondents said their business has been saddled with a bad hire.
The power of a recruiter
By partnering with a staffing firm, business owners said they were able to:
- Reach more candidates.
- Save time and resources.
- Maintain productivity.
Here are five key differences between corporate and agency recruiters!
Corporate Recruiters vs. Agency Recruiters
- HR vs. Sales: Corporate recruiters generally exist within HR departments and often come from a human resources background, rather than a recruiting background. This makes the approach to recruiting that corporate recruiters take different from the approach that staffing recruiters take.
Agency recruiters are typically hungrier and typically have more experience negotiating and closing deals.
- Technical Knowledge vs. Recruiting Expertise: Staffing agency recruiters are highly skilled at recruiting overall and must be able to fill all sorts of different positions in all sorts of different industries. Corporate recruiters, on the other hand, are specialized at filling roles within their company’s industry.
This specialization translates into corporate recruiters typically having greater technical knowledge for the relevant roles than an outside agency recruiter would have.
- Firsthand Culture vs. Secondhand Interpretation: Because corporate recruiters are company employers, they live the company culture. Staffing agency recruiters, on the other hand, only know the culture from what they can observe in limited meetings and primarily what the hiring manager tells them it is.
- Salaried vs. Performance Based Remuneration: Corporate recruiters are normal company employees and that means they’re always on the payroll.
- Slow vs. Fast: Staffing agency recruiters recruit all day, every day, with high stakes.
All insights and ideas are attributed to the following articles.