There is no way a recruiter can be effective in that capacity. You ll have candidates who don t hear anything for a month or ones who have to return for six or seven interviews before a decision can be made. Companies need to stop looking at recruitment as a cost center and make it a strategic partner in the business. Outsourcing recruitment is on the rise because many organizations don t have the resources or the time to do it internally. You have to factor in the cost of having that position open for a length of time, i.e., revenue lost, in addition to the direct costs of the recruitment process.
Organizations can also look at qualitative factors like candidates experiences with the company.
If you treat your candidates well, you will become known as an employer of choice. Every dotcom out there can try to outdo each other with their strange perks. But given that a company's compensation is on par with the market, management needs to understand their employees and what they value. Flexible schedules, growth opportunities and higher pay are a few key benefits that are universally important. If you have great programs in place that no one uses, they are serving no purpose for your organization or for your recruiting.