February 5, 2009
I’ve been contacted by at least 5 different local (SW VA) IT Recruiting firms in the last 3 months or so. I know that despite the general hard economic times, good software people are hard to find. So I’m sure there’s something to be said for the value of providing access to known, but out-of-work talent. I’m still trying to find the business advantage for a company like mine, however. I invite any such recruiters to make the case here (I know some of you already read my blog)
Here’s my perspective. The hiring process at Vision Point Systems is very subjective. We hire people, for whichever position, that we feel will be a good consultant in whatever their specialty is. This is a qualitative trait that is hard to filter in any sort of pre-screening or skills assessment that I would expect a recruiter to do. In that case, I would expect to have to interview any candidate directly myself anyway. Interviewing seems to be the most time-consuming part of the process from my position. I’ve gotten into a good rhythm and am comfortable with the productivity of the traditional job posting channels we utilize today (jobs.roanoke.com or Hokies4Hire, for example)
I also don’t like spending as much time on the phone as I do with the recruiters on a recurring basis, when I haven’t yet reached out to any for them to help me fill a position. I won’t be looking forward to the number of calls I would be receiving if I do engage a firm’s services.
The other value argument I’ve heard is the “trial period” arrangement. This means I could hire someone through a staffing firm and not have to worry about signing the new employee up for benefits, etc, until we’re confident they are a good fit. This isn’t how I like to approach hiring. I want new hires to come on board with a sense of ownership right away. Keeping them at arm’s length by having them off the payroll doesn’t match the culture I’m working to build.
All this being said, I’m sure the recruiter model works in some situations – larger or product-based companies, for example. For a small consulting firm where everyone is expected to carry the company banner, I just don’t see the value.
So please, anyone with another perspective on this, chime in.