As the recruitment market continues to expand and the saturation of recruitment companies increases, having a quality recruiter with whom you can trust to fill those quality vacancies is beneficial to you in the long run, and here is why:

Firstly, a long-standing recruitment company operating within your ‘niche market’ will have staff that have worked in the industry they’re recruiting for. This puts them in an advantageous position by knowing what the necessary skills for the role are and how to locate a good fit for your company. Having specialist sector knowledge will also allow them to understand role requirements, salary benchmarks and have a select number of quality candidates built up from years of networking at their fingertips ready to forward to you. What you don’t need is a company forwarding a plethora of irrelevant CV’s hoping that the more that is thrown at the wall the more sticks.

Secondly, the access to job boards and the reputation of their Company job sites is a prime opportunity to have your advert go further than the reach of social posting and your own company websites. If a recruitment company has an established and positive reputation, it is likely to have voluntary candidates registered with them who may be passive, but open to hearing about the opportunity available if it is relevant to them. A good recruiter is a trusted one and when candidates are undecided, their ability to sell your vacancy and company is second to none.

Thirdly, the mundane task of administration can be lengthy and time-consuming; interviews, salary negotiations, communications, follow up and CV screening being only some of the tasks to do to find your prime candidate. Popular roles can leave you online with hundreds of applications, an impossible and tedious task to sift through. Whereas an experienced, niche and credible recruiter will not only have an eye for red-flags but also it is within their specialist sector, they know how to sift through applications, they know what to look for and when and how to actively search for candidates, instead of waiting for them to come to them.

Fourthly and finally, it could be argued that there is no substitute for experience. Niche market recruiters know how to sell a vacancy, write adverts using the right keywords and ensure that your vacancy is at the top of any job boards at the best times for attracting worthy candidates. There are no ‘one size fits all’ to recruiting and hiring, it requires sector knowledge, time and resources to explore various avenues and strategies for finding candidates. So, it seems utilising a quality company, such as JohnstonGreer, whose sole purpose is to locate a select few quality candidates with the right sector experience to start the job and become an asset is a good place to start to fill your vacancy.

A consideration perhaps, is that using more than one agency to fill one role, especially in smaller towns and cities can be limiting for both clients and candidates. If you’re working with a recruiter you don’t trust and you feel you need more than one, then perhaps return to the drawing board and find one company you do trust.  You wouldn’t use 3 property solicitors to do your conveyancing work for you or 3 accountants to complete your year-end accounts, so why use 3 agencies to find one candidate?