Hiring can be a stressful process, especially if you’re trying to go it alone. Your head is probably swirling with questions like: Where are the best places to find qualified candidates? Will you know what questions to ask? Do you know what the market rate is for your open position?

Luckily, there are people, like the team of Recruiters and Account Executives at Synergis, to help with this laborious process. Our hiring experts at Synergis are familiar with the many pain points, and how to help. Here are the ones that we hear most often from hiring managers:

Sourcing

You’ve been given the approval to fill a position, but where do you start? You can look on websites, and post a listing on LinkedIn, but is that where you will find the best candidates? Recruiters have an existing pipeline of qualified candidates that they already have relationships with and know their backgrounds. They can connect you with people immediately without the headache of searching through page after page of unqualified resumes online.

Time

Most of the time our clients come to us for help because their time is limited. If you’re a manager trying to fill a position, you already have a full day trying to tackle your regular responsibilities. Add in all the tasks required to find a candidate, and it’s virtually impossible. You don’t have time to screen candidates and make phone call after phone call. Recruiters can do this for you! They are trained and have the time to do so because it is their job. This will help narrow down the list of candidates faster and save you time to focus on your top priorities.

Cost

Time is money in the business world. However, if the wrong candidate is hired, it can cost a company thousands of dollars in wasted resources to re-hire and re-train a replacement. Organizations want to maximize their staffing investments, and a recruiter can help make the process not only faster but more efficient, saving everyone money. Be sure to take the time to ask the interviewee the right questions.

Don’t be afraid to look at candidates not within your salary range. You never know what changes they might be willing to make. And if it will save you money in the long run to have the right person, it might be worth adjusting the pay rate.

Cultural fit

While a candidate can have all the right job qualifications, the person also has to be a good cultural fit. Find out what type of work environment the candidate is currently in. You might want to ask them what their ideal work environment is like, or what they will miss the most about their current one.

“Selling” the opportunity

You’ve found the best candidate, and you’re ready to make an offer. You can tell the candidate is on the fence about the opportunity. How do you effectively sell your opportunity over perhaps another offer they might have? You must know what their selling points are. Do you have flexible hours or work schedules? Do you offer more PTO? Do you have team-building activities? Is there growth potential? Know your audience and ask questions in the process to find out what those top priorities are for a candidate.

Need assistance with your hiring? We have a team of Account Executives and Recruiters who have decades of experience walking alongside organizations and helping them to find top talent. Request your free consultation today!

About the author
Tim Pape serves as the Market Manager of our San Francisco office. In this position, he leads the sales and recruiting teams to ensure a high level of delivery for each and every customer. He also owns market strategies and initiatives to grow the Synergis brand. Tim has nine years of staffing industry experience, serving in Recruiter and Account Executive roles prior to his current position. He earned a bachelor’s degree in finance from Georgia Southern University. In his spare time, he enjoys spending time as a newlywed with his wife and puppy, reading, traveling, golfing & cheering on his favorite sports teams.