Your Concern: An external recruiter generally has multiple clients at a time and won’t be able to dedicate themselves to the unique needs of your company as well as an in-house recruiter can do.
Our Answer: We have a dedicated team of recruiters for each client and industry. We are passionate about delivering the best talents that will be your asset. Hence, make sure that we are focused on finding the right person for the position.
Your Concern: Your turnover – whether voluntary and involuntary – is higher than the industry average, you may wish to take a look at in-house recruiting. People do leave when they feel that the company is a bad fit. You also need to fire people who turn out to be not a good fit for you.
Our Answer: We value our client’s business, and we guarantee that the talents we share with you fits your company’s culture and meets your expectation and your company standards.
Your Concern: Assigning the recruiting to someone who knows the employees personally, who walks your warehouse floor every day, or sits in on exit interviews and sees the problems first-hand can result in a better candidate fit.
Our Answer: Assigning the recruiting to your employees’ personal reference could result to hiring someone not because the candidate is a good fit but because the candidate is related to the referee. Personal reasons is not always beneficial for business.
Your concern: An external recruiter does not understand the unwritten rules of your business because she doesn’t work there.
Our answer: We meet with our client, we research about the company to understand the culture, and profiles of the employees that works within.
Your Concern: Hiring managers often change criteria during the recruitment process. If you aren’t communicating clearly, your recruiter will waste valuable time looking for the wrong candidates.
Our Answer: we make sure that our communication channels are open and we initiate the communication to the client if necessary we call for a meeting to keep both parties up to date.
