Paul Hawkinson, The Fordyce Letter
“When I need a heart by-pass, rest assured that I won’t select my surgeon on the basis of what he charges.”
That’s what an ailing executive recently opined when he was informed by his doctor about his arterial blockage problems.
Why then can corporate executives be so tightfisted when dealing with what is so commonly thought of as the “heartbeat” of their companies . . . top-talent?
Companies think very little about paying the often exorbitant fees charged by their outside accounting and legal firms . . . or even to the gaggle of consultants who promise cost-cutting and streamlining miracles in other areas of operations.
Yet, when faced with brain drains, talent deficiencies or the need to replace an employee with a better one, their thoughts too often turn to parsimony. This K-mart mentality belies and contradicts their stated objectives to “hire the best,” especially at pecking order levels below the “big picture” executive suite inhabitants.
Of course recruiting fees can vary from firm to firm but, when they do, you will almost always find that those on the low side are sure to exclude some very key portions of the process, all of which are vital to providing the indispensable services necessary to satisfy the needs of the employer.
So why are recruiters worth what they charge? Just a few of the often unspoken reasons are:
Continue Reading:
Why Recruiters are Worth What They Charge (.doc)
-
We encourage you to download these articles if you find them of value. We suggest you to share them with other members of your hiring team, as you see fit. We also encourage you to contact the author of any of these articles for any additional information and/or insights.