Recruiting

Five reasons why your company should hire a full-time recruiter

Nov 4, 2021
·
3
min read

Hiring a recruiting professional has the potential to be the turning point in streamlining your hiring strategy and process. Especially as top talent becomes more difficult to secure, it takes a dedicated resource to find and recruit the best candidates for your growing team. In fact, it can make all the difference in finding the right people to accelerate innovation and growth.

But if you need a little more convincing, we got you. Here are just five reasons why your company would benefit from hiring a full-time recruiter. 

1. Save time and money

Engaging in a job search, reviewing resumes, and screening candidates requires time – something hiring managers don’t have a lot of in culmination with their already time consuming tasks. A recruiter’s role is to locate top talent and handle the screening process, allowing managers to focus on the most qualified candidates and ultimately seal the deal.

Keeping a position open can also be costly. Especially if you're a smaller business with limited resources, the time and money spent waiting for bites isn't ideal. Because recruiters are able to dedicate 100% of their time to this process, they can get the best people through the door faster, cutting the costs of paid postings.

2. Secure top talent

In a pool of applicants, it can be tough to track down the right people without spending hours searching. Experienced recruiters know where to look and they know how to leverage their existing network of contacts to their advantage. 



Plus, they know how to drive a better process. A talented recruiter highlights candidates’ strengths and interests, and remembers small details from their interactions to stay in touch and leverage future openings. So when the time comes, recruiters know the best way to present an opportunity to get them interested. They also have a trustworthy understanding of the candidate and their personality modelled against the company's workplace culture.

3. They know the market

When it comes to the talent in your market, recruiters know what’s up. With knowledge of how to leverage web analytics tools to obtain valuable data on salary ranges and pay rates, recruiters are able to illuminate the job market and pinpoint the right people. Better yet, they know you. An in-house recruiter has a thorough understanding of your company's culture, management, goals, and everything in between.



And because of their exposure to so many different companies and candidates, they know the ins and outs of the industry, and their expertise can mean the difference between hiring the perfect person and watching them get snatched up by another employer. 

4. Access to the ‘hidden’ job market

73% of candidates are passive job seekers, meaning you’re missing out on a massive talent pool by putting all your energy into postings.



The hidden job market describes jobs that aren't advertised or posted online. In turn, there is a whole pool of strong candidates who have the potential to be scooped up. By leveraging their network, recruiters can locate candidates that companies can’t find on their own, namely those who aren’t conducting an active job search – which include some of the most talented professionals. While you may be able to pursue passive candidates on your own, a recruiter’s reputation and resources are necessary to provide a successful outcome.  

5. Enhance employee retention

69% of employees are more likely to stay with a company for three years if they had a good onboarding experience. 

Recruiters spend the majority of their time talking to people, making them excellent communicators. That’s why when it comes to onboarding employees, their attention to detail and continuous follow-up efforts make for a positive welcome and improve the chances of new hires sticking around. 



Building a strong, lasting team relies on getting good people through the door. A recruiter can make that possible, all while saving you time, money, and from the possibility of bad hires. 

What to look for in a recruiter

Seeking out the right person who not only represents your company's values, but can actively communicate them to potential hires, is dynamite. A talented recruiter knows what's happening in the job market and understands your industry inside and out – a well-seasoned recruiter will be able to relay this information without blinking an eye.

The best recruiters are the ones who know how to build genuine relationships with others. They love to talk to people and they do it well. Especially because recruiters are rejecting more candidates than they hire, good ones do this gracefully and keep lines of communication open for future opportunities.

How Humi helps you recruit top talent

Recruiting is a point in the employee lifecycle that is often most cumbersome for HR teams. You shouldn't have to spend time working between multiple platforms and scrambling to keep up with candidates and internal stakeholders.

That’s why we’re hard at work, investing in our recruiting modules to better support Canadian businesses, so you can get back to finding and retaining great talent. Click here to learn more about our latest recruiting features, and how they're helping HR leaders crush it.

Get started with Humi

To learn how you can streamline your hiring practices and secure top talent with Humi, speak with our team.

For more information on how you can grow your HR team, including when it's best to bring on your first full-time recruiter, watch our free crash course on expanding your HR department.

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Hey there 👋 my name is Andrea Bartlett.

I’m the Director of HR at Humi, and I’m obsessed with all things people and human resources. Throughout my time working in a range of industries, I’ve learned that one thing is clear: the world of work is changing and HR professionals are leading the charge. 

I believe that businesses should know their people as well as they know their product. But people are complex, and the solutions aren’t always easy. That’s how Think with Humi will help. 

Written by me, this newsletter is designed to give you insight into the relevant and raw people challenges, and give you the tools to enable you to continuously to shape the future of work. 

Written by a people leader, for people leaders.