Bookkeeping · Recruiters

Are recruiters worth the fee for startups?

Shilpa Dadhwal Founder & Director, SQE Labs Inc.

October 18th, 2016

I always thought that hiring recruiters is a waste of money. Who could possibly know better what kind of employees I want to hire and what could be so hard about that. Now that I am about to start a company, or at least I am thinking about it, hiring recruiters doesn’t seem like a bad idea. How can I know if someone has enough administrative or bookkeeping skills when I have no clue about it. Not to mention that this process requires a lot of time and energy. What is your opinion about it? How do you trust them that they made the right choice?

Vincent Lordier

January 9th, 2017

I read below "A good recruiter will spend time to understand your needs and connect you with candidates that fit your needs. Most will simply throw piles of resumes at you with little regard for the 'soft' requirements like company culture, etc. "

And I couldn't agree more.

The question is : how much of your time are you ready to invest to train a recruiter on your requirement, yourself, your company values ?

I am very much interested in this, because this is precisely the problem I am trying to crack. Let's talk about your experience ?

Rob G

October 18th, 2016

Shilpa, to be clear, "they" do not make the right choice - you do.  There are plenty of poor recruiters and some very good ones, but even the good ones do not "make the choice" for you.  A good recruiter will spend time to understand your needs and connect you with candidates that fit your needs.  Most will simply throw piles of resumes at you with little regard for the 'soft' requirements like company culture, etc.  You still need to know how to evaluate each candidate for each position. do not rely on someone else to do this for you. If you need to hire a book keeper (for example) and you know nothing about book keeping then you had better learn in a hurry for find someone who does know book keeping to help you both in recruiting and vetting candidates as well as on-going evaluation of your book keeper. 

Hambirrao Patil

October 18th, 2016

Hello @Shilpa. When I was started I have an same fear of rules and regulations. Are those really taking care of it or not. Frankly speaking we should not divert our focus form our idea, waste out with time and energy.

I suggest apply RACI Model in organization.

Hambirrao Patil

October 18th, 2016

@Rob I agreed. But the root cause analysis should be done. Rigth now @Shilpa don't know the concept of Book Keeping, consider we hired Book Keeper for @Shilpa using service of good recruiter who understand our requirements. Still the question remain as it is.

How do you trust them that they made the right choice? Only answer is be conceptual and adopt model inside organization.

Responsibility = role is responsible for actually doing or completing the book keeping(Hired Guy)
Accountable = role is accountable for ensuring that the book keeping completed. Usually only one person.(Hired Guy ensures with CA, Accountant, Legal Expert etc...)
Consulted = role whose subject matter expertise is required in order to complete the book keeping.(Hired guy consult with CA, Accountant, Legal Expert etc...)
Informed = role that needs to be kept informed of the status of book keeping completion(Hired Guy to @Shilpa or may be someone from Administrative point of view)

In this way model can get help you to minimize the risk of making the right choice of book keeping and saving lot of time and energy.

Thank you!

TalentSnap Co-founder of TalentSnap : A Talent Marketplace

February 9th, 2017

What is imporant is to be really careful about finding a quality recruiting company @Shilpa. You need to be sure that they have the right talent pool and will spent as much time as needed to find the right fit for you! Just make sure you can trust your recuiter, otherwise you would spent valuable time and money!

Raja Kumar Code Surgeries | Micro Fixed Bids | Scala | Go | Kotlin | ReactJS | Android | Java | NFR Doctor

February 9th, 2017

Everything is a loose process and numbers these days.. I definately don't think recruters can do better job than pushing some CVs and co-ordination work.

For startups, my advise is take people through references as their need is any way limited. Once you have core team, take avaiable people, who can be groomed with the core team, who can make them productive in short periods.

Mark Rome CFO, Director of Finance, Controller, Manufacturing, Aerospace & Defense, Construction, Logistics, Software & SaaS

March 20th, 2017

Shilpa, excellent question. Thanks for sharing.

I've spent my career working for Small & Midsize Business (SMB). Most times when we have a job opening, we need to fill it fast. We need to hire a candidate that has the right skills, fits our culture, and we need to do it on a limited budget.

Our hiring managers generally are not experienced in interviewing. Our HR/internal recruiters rarely understand the skills needed, or understand the team dynamics within the work environment.

In my experience, it's not always cost effective for many SMBs to use outside recruiters, and posting a non standard job description on a job board is like rolling the dice, we never know who we're going to get.

We generally place ads on the same job boards, and we outsource to a third party for our Applicant Tracking System (ATS). So we have limited reach in the marketplace for qualified talent.

What we really need is to outsource to a third party that has already built and continuously maintains talent pools and recruiting pipelines within our desired skill sets, and provides the tools we need to assess our teams, work environments and culture so we can make better decisions to match candidates within our organization.

Who are the thought leaders that may want to disrupt the recruiting industry with new technology to automate and streamline the recruiting process for SMBs?