The consumer packaged goods (CPG) industry is experiencing a worker shortage crisis. While some companies have turned to automation to solve this problem, others are looking for novel ways to find new employees.
One way to source talent in this scarce landscape is to work with a recruiting firm. Recruiters have networks of job seekers nationwide, which you can leverage to find the right fit for temporary or permanent openings.
But before you can harness this benefit, you need to know how to find a recruiter for your business. We want to help you do just that. Keep reading this guide for help finding a recruiter.
What Is a Recruiter?
A recruiter is an individual or firm that helps companies find suitable candidates for job openings. Also known as talent acquisition or employee success managers, recruiters also work with job seekers, helping them to find the right positions for their skills.
Many enterprises employ in-house recruiters. These individuals are on the company payroll and work to fill open job roles. Of course, not all businesses need that level of assistance with recruiting.
Other recruiters work independently or, more commonly, with a recruiting firm. This strategy is more common with small- and medium-sized businesses (SMBs). SMBs may not need year-round recruiting services or can’t afford in-house recruiters.
What Do Recruiters Do?
Recruiters help businesses source prospects for job openings. They maintain a network of job hunters with experience in your business’ industry. But headhunting for employees is not the only job of a recruiting firm.
Depending on the job recruiter or firm you work with, you may also have access to services like:
- Candidate screenings
- Talent management
- Executive search
The exact type of services available depends on the firm you choose. We will discuss the various types of recruiting firms in a moment. Understanding the differences between them is crucial to finding the right employee(s).
Who Needs a Recruiter?
Employers with openings to fill and job seekers need recruiters. Recruiting firms act as a bridge between these two groups. They connect highly qualified workers to employers in need of their unique skillsets.
Here are some of the top reasons companies outsource hiring efforts to a recruiting firm:
- Not being able to achieve company KPIs due to staffing shortages
- Not having the time or money to pull off an internal hiring campaign
- Needing to fill a job role outside of your company’s expertise
It is helpful to understand why you need a recruiting firm before you start your search. That way, you can save time by avoiding the types of recruiters that don’t offer the services you need.
Is It Worth It to Hire a Recruiter?
Yes, it is worth it to hire a recruiter if you need help sourcing qualified workers for openings. These professionals may be just what you need to reduce the time, effort, and cost of hiring new employees.
With that in mind, these are the main benefits of working with a recruiter.
Save Time
Experts estimate that SMBs spend up to 30 hours per month to hire a single new employee. This time commitment can increase further for companies in industries with worker shortages, such as CPG.
Searching for candidates and screening prospects are two of the most time-consuming tasks, requiring at least 12 hours per week. Does this sound like too much of a time commitment? If so, a recruiter can help.
Recruitment firms can take hiring tasks like searching and screening off your hands. The goal is to help you free up time to focus on what you do best – running your CPG business.
Access More Professionals
With the current talent shortage in the CPG industry, it can be difficult to find qualified workers. The workforce has started to age, and not enough young professionals are entering the manufacturing sector to replace them.
Making matters worse, the high-quality talent you deserve may be working for your competitors already. You may feel like your prospect pool is limited. You can change that when you work with an expert recruiting firm.
Recruiters like the Grady Group maintain robust networks of professionals. We also know how to find candidates who may not be looking for work (also known as passive candidates) but trust our experts when they locate a better fit than their current job.
Reduce Hiring Costs
The average cost of hiring just one employee is around $4,000. Needing more than one worker can raise that price tag significantly. If your business is already struggling to boost margins, hiring can quickly become cost-prohibitive.
Hiring costs can be even more painful for businesses with poor candidate selection processes. The wrong employee may not stick around for long enough to see the return on investment for your efforts.
Recruiting firms solve this problem by only working with the most desirable candidates. The Grady Group also ensures successful hires every time by providing a personal touch, making prospects feel valued.
How to Find a Recruiter
We hope this guide has helped you understand what a recruiter is, if your company needs one, and the benefits of working with one. Now, are you ready to start your search for the perfect recruiting firm?
Here are the steps to take to find the perfect partner for your hiring efforts.
Know the Types of Recruiters
If you have already started your search for a recruiter, you may have come across a few different terms. For example, a staffing agency is similar to a recruiting firm. However, there are important differences between the two.
Recruiters typically specialize in permanent placements. These professionals can help with finding long-term employees who work directly for you, not the recruiting firm.
Hiring a staffing firm is different. These companies help with sourcing contract workers and temporary employees. If you want to hire a temp worker full-time, you have to pay out their contract fee, which can be costly.
Recruiting firms also differ in their pay models. Some operate on a contingency basis, where you pay for the services you use. Others use a retainer model, where you only pay the recruiter when they successfully place a candidate.
Ask for Recommendations
Once you decide what type of recruiter you need, reach out to your professional network. Ask your colleagues if they have had success with recruiting firms in your industry.
It should go without saying that you should avoid working with recruiters your colleagues do not recommend. A recommendation from your professional network is a valuable endorsement, but the reverse is also true.
Also, keep in mind that some colleagues may recommend a general recruiting firm. Working with an industry-specific recruiter is best when searching for higher-level roles or employees of any level with specific skillsets.
Search for Recruiters on LinkedIn
If your professional network is less than fruitful, the next step is to start searching online. LinkedIn is a great place to start. LinkedIn is a professional networking platform and home to many of the nation’s best recruiters.
To start your search, navigate to LinkedIn’s search bar. Use the “People” search tab if you are looking for individual recruiters. Or try the “Companies” tab to find recruiting firms.
Narrow down the results even further by adding industry-specific keywords. For example, try “CPG recruiting” or even the job role you need to hire for, plus the term “recruiter.”
Run a Google Search
Recruiting firms have to be on LinkedIn for you to find them. Many of the world’s best recruiters don’t have a LinkedIn profile. Running a Google search can help you uncover these gems.
Running a Google search for recruiters is similar to how you would search for these professionals on LinkedIn. Use keywords like your industry, needed job role, or location to narrow down your search.
Additionally, consider the different types of titles recruiters use. Some terms to look for include executive search firm, talent acquisition company, talent management, and headhunter.
Get References for Your Shortlist
The last step is to narrow down your options to a shortlist and evaluate each firm’s reputation. Ideally, you want to look at client reviews, which many recruiters publish on their websites.
If a firm does not have reviews on its website, you can always ask for referrals. A reputable company would be more than happy to point you toward clients willing to speak on its behalf.
Another place to evaluate a recruiter’s reputation is on Glassdoor or Indeed. These job search sites include company reviews. These reviews come from former and current employees, and too many poor employee reviews should be an automatic red flag.
Searching for CPG Recruiters?
In this guide on how to find a recruiter, we explained what a recruiter is, why you need one, and the benefits of outsourcing hiring. We also gave you a step-by-step process to find the right recruiting firm for your unique needs.
Are you searching for a recruiting firm serving the CPG industry? Grady Group has been placing candidates at businesses like yours for 25 years. Schedule a consultation with one of our recruiting experts to get started.
