Whether you're in the market for a new position or hunting for a new hire, the job search is rarely low-stress. Unemployed candidates are scrambling to pay their bills, unhappy professionals are looking for greener pastures, and employers of all types are trying to stand out in a candidate's market.

Both sides could benefit from some extra help in the form of a dedicated recruiter. Acting as an advocate for candidates and employers alike, recruiters work to staff organizations with best-fit talent.

Well, that's what they do in theory.

Unfortunately, not every recruiter is an asset to Procurement. Discouraged by misconceptions, rumors, and past experiences of their own, many organizations neglect to work with them altogether. What is it about recruiters that some hiring managers find so off-putting?

1. Costs
There's no getting around this one. Oftentimes, conversations with recruiters begin on the subject of price and end before any other topics are addressed. Sticker shock is sometimes warranted, but it's always important to weigh the costs of employing a third-party recruiter against the potential costs of a mismatched hire. According to a CareerBuilder CFO survey, 40% of organizations lose at least $25,000 a year due to such staffing decisions. Not every recruiting and hiring effort requires a recruiter's support. That being said, just about every organization could benefit from broadening their definition of 'costs.' 

2. Inconsistency
Shifting schedules and spotty communication are sometimes inevitable. When they become the norm, however, you are right to feel concerned. It's (ostensibly) a recruiter's job to take an interest in their candidates. Consistent follow-up is an easy way for them to show that they're dedicated and invested even when placing a candidate becomes a protracted process. There's no reason that, "I'll get back to you on Monday" should mean anything other than just that. Any recruiter worth their fee - or interested in preserving their reputation - will make a point to maintain constant contact. They won't waste your time with courtesy calls, but they'll ensure all relevant parties are informed throughout the life of the engagement.

3. Ghosting
Even worse than dragging things out, a recruiter might disappear altogether. Vanishing without a trace like this is just as unpleasant in the professional world as it is on dating sites. It's especially harmful during the high-stress hiring process. Like everyone else, recruiters have round-the-clock access to email and instant messaging. There's no excuse for irregular communication let alone total radio silence. Dependability is one of the first qualities organizations are looking for when they pursue new hires. It should figure just as heavily into their vetting process for third-party recruiters.

4. Lack of Research
When you leverage a recruiter's services, you're paying for their subject matter expertise. Even if your industry is totally foreign to them, they should take pains to quickly develop their understanding. Otherwise, they can't be expected to identify truly excellent candidates. A good recruiter will also make a point to learn the ins and outs of your organization. Assessing your common pain points and the unique nature of your workplace culture, they'll better identify the type of applicants that you would consider a fit.

Have recruiters burned you in the past? Don't let a few bad experiences keep you from collaborating with a supply chain staffing expert. Source One's staffing and recruiting team has the experience and expertise necessary to pair your organization with world-class talent. Reach out to learn more about how we're redefining Procurement recruiting
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