|
|
Why Hire an External Recruiter?
It's All About The Cost Savings
1) Specific Expertise - The in-house recruiter or HR professional can be vulnerable to in-house politics and other cultural issues to which a professional recruiter is largely immune to. The recruiting consultant is a service provider hired for the added value and specific expertise they bring to the playing field.
2) Market Place Awareness - Recruiting professionals know the competitive landscape, and what it will take to recruit the right key talent. Professional recruiters also know where the hidden talent is located and can identify individuals that can't easily be found through the Internet, newspaper ads, databases or from resumes in a filing cabinet. My professional network and experience are in engineering. I can tap the right candidates quickly.
3) Speed - Speed is critical in both identifying and assessing the right individual for the opportunity. Locating a viable candidate who can fill the post and "ramp up" in terms is important. Speed is also critical in terms of scheduling interviews, a key point in the process that can often get bogged down without the gentle persuasion of an external party.
Did you know that using a contingency search firm could be the most expensive way to hire employees? Firms typically get fees that are 20-30% of your new hires first years salary. In contrast, professional staffing consultants work on an hourly fee basis or a mix of hourly and per-hire success fees. They can work independently in a business-to-business arrangement. Upon hiring the average $80,000 employee you can expect:
Getting Started
Identifying and screening candidates is a pure recruiting function. I excel in this work. I have found what a candidate knows about a technical process or discipline is less important than how well they are able to apply their knowledge and skills in a specific set of circumstances. So I am qualifying personality and behavior as well as knowledge and experience. They have to be a good chemistry fit.
Near-term personnel needs will first be addressed by a review of the current job description for these high priority "deficit" needs. Through short discussion(s) with hiring teams I will gain my own understanding beyond the written description. Sourcing for candidates will start immediately.
Facts and Figures
I bring more than a decade of recruiting experience and formal human resources training to your work. I know the strategies and tools as well as the tactical business of securing the best hires at the right costs from the right places. I understand the recruiting mix. I have taken small groups and small companies where they want to be. I build good teams.
Engagement
What People Say
"Mark is a jump in and get it done recruiter. He works the sources and the managers to get quality results. Keep him in your "little black book"." (July 15, 2004)
Although I can flex the recruiting machine up and down a bit, here are some numbers on which you can count: Over the last eleven years in corporate and contract recruiting I have hired an average of 78 people a year. This is full life cycle with the candidate from the point they are just a "lead" until they transition into a full-time hire. This is approximately six hires a month.
As a recruiting consultant I have worked for a straight hourly rate and a mix of hourly and per-hire. My proposal would be to work primarily off-site for as many as forty available hours each week and as few as two. I will work on your regular-full-time personnel needs for a flat hourly rate. An alternate arrangement for staffing the regular-full-time positions would be a lower hourly rate success fee per hire. Contact me for availability and rate details. Business would be done in a corp-to-corp arrangement with DEVINO, Inc.
- Andy Newman managed Mark at Motorola Personal Communications Sector
"A professional recruiter, Mark staffed nationally for technically skilled positions...provided impressive recruiting strategies for hard to fill slots. Competent, confident, disciplined, self-managed and FUN. (January 24, 2005)
- Kathy Ruffolo managed Mark at US Cellular
"Mark is the real deal. Never worked with a better in-house recruiter." (May 26, 2004)
- Marty Wegner worked with Mark at Cambia Networks
"I worked with Mark in Staffing at US Cellular for a little over a year... He is a genuine asset to any staffing division." (June 15, 2004)
- Steve Wille worked directly with Mark at US Cellular
References
A full and current list of professional references are available upon request.
Contact
847-305-1490, Chicago
mark@staffingcontractor.com