Talent At Work: Recruitment and Career Blog

The Definitive List: Situations Where Businesses Turn To Recruiters


Posted on September 28th, by Henry Goldbeck in HR Management, Human Resources, Leadership, Recruitment, Working Internationally. Comments Off on The Definitive List: Situations Where Businesses Turn To Recruiters

Finding talented and experienced candidates from scratch can be an arduous process taking potentially hundreds of hours. You must research, contact and persuade candidates to consider your opportunity, all of which are primary functions and skills of a professional recruitment agency. We feel that although there are many reasons someone may come to a recruiter for their expertise, they usually fit within three overarching categories:

1. Lack of Resources

No HR department – A business does not have an internal HR team available to them for managing the process effectively.

Hiring in a new jurisdiction – your business is expanding and your bringing on your first team member in a new market or country. You need local talent hunters to manage the search and selection process to ensure you are not missing anything, from compensation variances to perk expectations. (Read our separate article on this topic)

Staffing issues in auxiliary markets – often businesses with large head offices in major markets will have teams in other cities as well. They might have full time HR resource available in the main office, but finding someone internally to manage the hiring process somewhere else can be a challenge.

Replacing the top employee (you) – you are beginning your succession planning process, perhaps you’re looking to at least partially retire and rather than selling the business you want to hire a president while you stay on as chairman. (We have another piece all about succession planning here)

2. Requisite of Confidentiality

An employee is underperforming – in a sensitive situation such as this, the search and selection process needs to be done off-site in a confidential and professional manner to facilitate the exchange with the minimal amount of disruption to business operations.

Company structure changes – perhaps your business is adding a new division that’s not yet public information, buying a new company or you are adding a product line and don’t want to announce it within the organization yet. You need to begin the hiring process and turn to a local recruiter or headhunter to start tracking potential hires.

Top-grading – sometimes as market conditions worsen businesses need to scale back on their staffing. Alberta is an excellent example of this situation, where at one point in time talent is in short supply while business is booming, so businesses lower their overall requirements for new hires. In a converse, deflated market, talent is much more widely available and companies will be motivated to review their workforce and make changes as necessary.

Competitive Landscape – in some industries companies are reluctant to recruit directly from competitors, especially in small local markets where they know each other and may cooperate on projects or associations etc. Sometimes these clients require a recruiter to act as an intermediary giving them arms length distance or plausible deniability.

3. Experience and Expertise

Confidence of choice – we deal with situations at times where organizations feel they have a good choice already, but want to make sure. They work with us to go through a review of potential candidates so they can be confident that have the best option available to them. For this process we can work with businesses in a different way, in a flat-fee structure rather than contingency where we know most likely the candidate will have already been chosen.

Previous non-success – perhaps your business tried to fill a similar role previously and weren’t able to find the right candidate. The need arises again so you instead turn to a recruiter from the beginning.

Let us know if you can think of one we missed! If you find yourself in a situation listed above, get in touch.

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Henry E. Goldbeck, President and founder of Goldbeck Recruiting Inc, is a Certified Personnel Consultant (CPC) with over 24 years recruiting experience. In his 13 years at the helm of Goldbeck Recruiting, Henry has built the company's reputation as a leading headhunter and recruitment agency in sales, marketing, operations, engineering, and executive level positions across a variety of industries.




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