Why Use A
Recruiter?
Here are 7 reasons why using a high quality, third party, recruitment consultant is still likely to be the most cost-effective option for a client seeking to hire the best employees, regardless of the economic climate.
Here are 7 reasons why using a high quality, third party, recruitment consultant is still likely to be the most cost-effective option for a client seeking to hire the best employees, regardless of the economic climate.
Find the best candidates
Long gone are the days where high-calibre candidates are flooding online ads with applications. Actually it is the opposite! Statistics show that employees will hold-fast to their roles due to the need for security. A high quality recruiter uses many tools and techniques to access and woo top candidates. Most clients just rely on online ads to generate candidates for jobs, which will not usually uncover the best future employees for your Agency. We are constantly in the market searching!
Speed
Almost all clients attempting their own direct recruitment have higher daily priorities than hiring. Recruitment consultants have no higher priorities than responding quickly to a client request for quality permanent and/or temporary staff. As a high quality recruiter, the team at JazHR are able to provide suitable candidates to a client, faster than you can do it yourselves, and usually interviewed, qualified and reference checked.
Recognise liars and frauds
Our database and filing system, with deep history, allows us to compare the resume submitted by a candidate to one they may have submitted in the past. Considering that between 20% and 40% of resumes have significant inaccuracies (depending upon which survey you believe), our chances of detecting a fabrication or omission in a candidate’s resume is generally going to be better. We are also constantly updating our database from clients information on employees who have departed on less than favourable terms and can ensure these candidates don’t wind up in your chairs.
Skills testing and other assessment tools
We offer a combination of testing to assesses candidate’s skills, competencies and motivations.
Act as a client advocate
When the client is recruiting directly, they have no independent advocate going in to bat for them with the candidate (remembering that quality candidates will almost always have other choices). A high quality recruitment consultant knows how to most effectively present job opportunities to their candidates.
Market expertise
Because our passion and focus is real estate, and we have worked in the industry ourselves, the team at JazHR knows our market niche intimately. This allows us to provide expert advice to our clients about candidate availability, sourcing methods, salaries & benefits benchmarking, hiring time frames, and key ‘push & pull’ factors for quality candidates.
Time saved
We’ve calculated that by using a recruiter, you could save up to 24 work hours, or 3 full days!
| Recruiting Task | Time without JazHR | Time with JazH |
|---|---|---|
| Identify requirement and compiling job description | 60 minutes | 30 mins to brief us |
| Prepare and place adv's | 30 minutes | JazHR does this for you |
| Select and contact media | 30 minutes | |
| Proof ad, amend and return | 15 minutes | |
| Handle initial telephone enquiries (approx. 50 calls @ 3 mins) | 150 minutes | |
| Review CVs, read and sort (approx. 20 CVs @ 10 mins) | 200 minutes | |
| Select the 10 most suitable applicants to telescreen (10 x 5 minutes) | 50 minutes | |
| Telescreen to identify a final 5 (10 x 10 minutes) | 100 minutes | |
| Write to unsuccessful applicants (15 x 5 minutes) | 75 minutes | |
| Call and co-ordinate times to meet with successful applicants for interview (5 x 10 minutes) | 50 minutes | |
| Call to confirm attendance (5 x 5 minutes) | 25 minutes | |
| Plan and conduct initial interviews (5 x 60 minutes) | 300 minutes | |
| Conduct Testing (5 x 45 minutes) | 225 minutes | |
| Undertake reference checks (5 x 30 minutes) | 150 minutes | |
| 2nd interviews with a short list of 3 candidates (3 x 45 minutes) | 135 minutes | 135 minutes |
| Make decision of appointment (3 x 10 minutes) | 30 minutes | 30 minutes |
| Verbal offer to successful candidate and confirm in writing | 30 minutes | |
| Write to unsuccessful candidates | 30 minutes | |
| Total | 28 hours 5 minutes | 3 hours 25 minutes |