Why should I use a search firm? 

The two primary business reasons are saving time and finding the right person for the job, in state or nationally. You can easily spend thousands of dollars advertising for a few weeks in the newspaper--without a guarantee of finding a qualified candidate. A search firm also offers a more targeted approach than the cheaper-but-scattershot Internet-based resume sites such as Monster--and the hassle of wading through hundreds of resumes, again without the guarantee of finding the right candidate.

What will a search firm do for me?

Ultimately, a professional search firm will find the right person for the job and the company--improving performance and decreasing attrition. The crucial issue is making a match of technical skills and culture, and doing so in a timely fashion.

A search firm will handle all of the preliminary interviews, conduct reference checks and education checks, and present only the most qualified candidates for consideration.

There are also some strategic advantages, such as being able to recruit candidates at competing firms, which may not be possible for you to do directly. Lastly, a search firm can handle the back-end paperwork and candidate tracking, to ensure smooth transitions and legal compliance.

How should I select a search firm? 

First, it’s important to understand the different types of search that firms may employ. A “limited retained search” is often the best answer for small companies, with a small up front fee to initiate the search for the best qualified candidate. A “retained search” is the most thorough option, offering a guarantee that you will find the right person to hire. “Research only” (for an hourly fee) is the least thorough and require the employer to do a lot of the legwork--plus, there’s no assurance that you will find the right person.

Second, you will want to ask for references from other businesses. Finally, when you interview the firm, you will want to make sure to ask all of the following questions to ascertain that they will meet your needs:

Where are candidates found?
Be wary if the strategy is focused on want ads.
 

Are candidates met in person before sending to employers?
The answer needs to be “yes,” or you should seek a different firm.

What process is used to screen candidates?
The answers here can vary, but you should feel confident that their approach is thorough and ethical. “Behavioral interviewing” is one excellent methodology.

How will you, as a search firm, get to know my business?
Good answers could include monthly on-site visits or attending an industry trade show. Pre-search meetings should include supervisors and direct reports of the hiring manager.
 

Find the right Candidate, Every Time 

Contact Krisanne Elsner, CCP, managing director of Southwest Recruiting Services, to find out more about the benefits for business owners:
(480) 657-8638 or km@southwestrecruiting.com.