For small businesses without Human Resources (HR) to know when to employ a recruiter. While HR does much more than recruiting, in many instances, a smaller company’s primary HR need is the acquisition of talent to perform at its best and grow.
One of the solutions is to hire a contract (temporary) recruiter. Typically, a contract recruiter works by the hour, but sometimes their services can be daily, weekly, or monthly. Contract recruiters may work for a specified number of requisitions (called a req), which is essentially the authorization to source and hire an individual for a job.
The advantage of hiring a recruiter if you have a small business is that he or she can focus solely on the hiring process. When managers have to serve as recruiters productivity goes down because they are taken out of their day-to-day thinking and functions.
Most contract recruiters are generalists, in that they possess the ability to recruit needed employees from a variety of areas. For example, they can recruit an accountant, a marketing or product manager, or perhaps a sales or administrative person.
Another solution is to use an agency or a search firm. Agencies and search firms both have databases with candidates. There are two primary reasons to use an agency or a search firm. First, the job is not mainstream and the position that needs to be filled is very unique. If the company needing such an employee only needs one or two, and these positions do not turnover, then it is worth the cost of hiring an agency or firm to find what is needed. The second reason to use an agency or firm is when the employee is needed very quickly. If there is a sense of urgency, then agencies or search firms can often fill the position in 60 days or less.
In summary, a temporary recruiter or agency/firm can be useful and helpful to an organization. Once a company has used a recruiter, it becomes easier to determine if there might be future recruiting needs, in terms of hiring a full-time recruiter. Now and then, a recruiter has other HR skill sets that they bring to the table. Those skills may have real benefits for a smaller organization.