Continuing the discussion from my column last month, “The JobLine in Canada, eh,” I thought it would be worthwhile to look at some of the pluses and minuses of using an outside recruiter. Your company or location may have its own resources to use when filling truss and component staffing needs, but will that be the most effective approach? Have you considered using a recruiter and do you understand the tools that The JobLine would bring to the table? Let’s consider the following.
The Case for Using The JobLine
Pluses:
- Expertise and Experience: The JobLine specializes in the truss, component, and mass timber area only. JobLine’s 30+ year history, and nearly 40 years in the industry for me personally, ensures that we know the ins and outs of what makes a candidate a good fit.
- Timesavings: Let’s face it, hiring can be a time-consuming process. The JobLine will take on a substantial amount of legwork – sourcing candidates, screening skills and experience, testing candidates. This frees up your internal team to focus on other important tasks instead of getting bogged down in the details of recruitment.
- Wide Network: The JobLine has a vast network of connections in this industry that we can utilize to help find the best candidates for your positions.
Minuses:
- Cost: Yes, there is a cost when hiring a recruiter, whether it is The JobLine or a different company. But also consider this – if you are short staffed, there is a cost to leaving that position unfilled. And, importantly, at The JobLine there is no cost unless/until we succeed in finding you a candidate that you hire.
- Time to Align: While we will take a lot of the search work off your hands, we will need you to spend time with us to explain your needs, company culture, values, etc. Your help giving us a clear picture of your situation will ensure that our search is in line with your goals.
The Direct Hiring Approach
Pluses:
- Cost Effective: By handling recruiting yourself, you will save on recruiter fees. But also consider this – there are likely hidden costs involved here, like lost productivity from time spent searching for clients rather than managing your company.
- Direct Engagement: Dealing directly with candidates allows for better one-on-one communication and engagement between you and prospective new hires. It’s also true that some recruiters try to pressure candidates into openings. But know this – at The JobLine, our goal is always to have a happy candidate and client at the end of the hiring process, and for years to come.
Minuses:
- Resource Drain: As mentioned above, recruiting can take a lot of time and effort, especially if your team is already stretched thin.
- Limited Reach: Without the tools and network that The JobLine offers, you might miss out on top talent. Your job postings may not reach as many potential qualified candidates as you’d like. And, conversely, if you use a service such as Indeed, you are likely to be bombarded by unqualified applicants.
In the end, there’s no one-size-fits-all solution. Each option has its own advantages and challenges. You need to weigh these factors to help you decide which path is best for you and your company.
Give me a shout (705-816-4759) if you would like to discuss how The JobLine’s Canadian division can help fill your hiring needs.
Please share your thoughts with me by contacting me at secord@thejobline.com.