Companies are constantly looking for ways to control expenses and operate more efficiently. It’s no secret that payroll costs make up
a substantial part of the budget; at least 30 percent and perhaps as much as 42 percent.
“The ability to strike an effective balance between fixed and variable employment costs increases your control and flexibility,”
says Kari Benson, managing director of professional services recruiting for Spherion Corp. in South Florida. “The HR function is
vital to virtually every business, and selecting the right strategic recruiting partner is crucial.”
Smart Business talked to Benson about what to consider when selecting a strategic recruiting partner.
How do you know where to begin?
A history of success is a good indicator of future success. Make sure you consider well-established recruiting firms with a history of effectiveness and financial stability. Ask for references from current clients and research the annual report. And your
prospective recruiting partner should take the time to research your company, evaluate your staffing requirements and suggest a
tailored program that will help meet your particular business objectives.
When you’re considering using a recruiting firm, what are the most important factors?
I’d say there are three basics. Any strategic recruiting partner you consider should offer a full range of services. Selecting one
partner that can provide not only staffing but also full-time placement, executive search, consulting, career counseling and work
force management can save a great deal of time and money by giving you a single point of contact for all HR needs.
Be sure that your staffing provider’s recruiters have relevant experience working in the industry or discipline they support. The
best person to manage your accounting and financial staffing needs, for example, is someone who has worked in that profession
and understands the special requirements associated with it.
Finally, a recruiting partner with a national presence has a wide variety of resources at its fingertips, whereas a local company
may have limited tools available. A national network gives your recruiting partner broad experience to draw upon and deep
resources for getting things done quickly, efficiently and correctly.
Once those basics are met, what’s next?
A lot can be learned about a potential partner by finding out the steps it takes to ensure that only the most qualified candidates
are hired. Testing and evaluation procedures are key to finding employees suitable for your company and qualified to fill your
jobs.
Recruiting techniques are also very important. Ask yourself, ‘Does my recruiting provider use cutting-edge, creative recruiting
techniques, or does it simply process applications from walk-ins and callers?’ The recruiting firm that aggressively uses multiple
techniques — from network referrals and community involvement to the Internet and online searches to classified advertising
and job fairs — will have access to the best talent.
When a company uses a recruiting partner, who pays for the workers it finds?
A reputable recruiting and consulting firm assumes employer responsibility for its flexible workers, contractors and consultants, and pays all associated costs — payroll, bookkeeping, tax deductions, workers’ compensation, unemployment and benefits
— as well as recruiting, interviewing, testing and training costs.
How do you know if your strategic recruiting partner is delivering?
Your partner’s reporting capabilities are essential to helping you evaluate whether your investment is paying off. It should be able
to benchmark productivity, study and track your staffing patterns, report on efficiencies and recommend improvements to you. The
ultimate goal for any potential recruiting partner should be an alliance — one in which your success and vision for the future are
key parts of its everyday business.
KARI BENSON is managing director of professional services recruiting for Spherion Corp. in South Florida. Reach her at (305) 265-5300 in Miami or at [email protected].