The Importance of Engaging the Right Workforce Executive Recruiter for your Organization
Hiring a professional to serve as a “Workforce Management Executive Recruiter” requires more than just matching a resume reflecting previous employment and a litany of qualifications. The resume tells only a small part of the person’s work history. The person screening the employee must go beyond surface level information in order to make the right determination. Properly evaluating a candidate who possesses the necessary specialized skills to work in a specific capacity for a specific company is something best left to an experienced expert.
The reasons for this are multi-faceted.
The costs associated with making the wrong hiring decision are high and, often, avoidable. The Harvard Business review notes 80% of employee turnover (firings and quitting) are the result of making bad hiring decisions. Outsourcing the hiring decisions to an executive recruiter does more than just reduce the potential for high turnover. It ensures the job remains filled by the right person and the work is done without unfortunate lags and down time.
Selecting the proper candidate requires an eye for understanding how to match executives with the company. Education and experience do factor tremendously in the decision to hire someone. Other factors play a role as well. For example, will the candidate effectively fit in with the corporate culture of a particular company? Does he or she have the temperament for a human resources department that requires a lot of face-to-face conflict management work? Has a track record been established that proves the person maintains the necessary organizational skills required for handling time and attendance documents?
Author: Sue Nuss, CEO/President of TNG Workforce Management Division of CSI