Why We Love Working…Why We Love Working with HR…

Why We Love Working with HR Teams

_{At Spectrum we’ve been talking a lot about COMMUNICATION & COLLABORATION lately. These are critical core concepts for us (and you!) internally and externally. Our success is firmly tied to our clients’ trust, transparency, feedback, and alliance. As such, we’ve been gathering as much intel as we can from past, present, and, hopefully, future clients, candidates, and other partners.}

_{One of our big questions for hiring managers is “Why would your company NOT hire an external recruiting agency?”}

_{I mean, all we do is make your life easier and help grow your business, what’s the hold up?!?}

_{By far, the top two responses are “It’s not in the budget” and “We have an internal team”.}

_{We get it. When things pick up and you’re ready, we’ll be here. Or, when things go downhill and the recruiters are among the first folks you let go, let us know. In the meantime, we’ll be in touch.}

_BUT…

_{If you don’t already have internal recruiters, and HR reps, and you’re wondering if it’s time to look into the ROI OF RECRUITING, DIG IN.}

_AND…

_{If you do have an internal HR crew, even if you have dedicated recruiters (they’re not the same thing, BTW), read on, friend. Find out why we love working with internal recruiters and HR teams. HINT: It works really, really well.}

_{In the wild world of talent acquisition, recruiting agencies like Spectrum and internal recruiters / human resources teams play complementary roles, each bringing unique expertise and resources to the hiring desk. By fostering symbiotic relationships, we can all communicate and collaborate effectively to identify, secure, and retain top talent, and drive organizational success for all involved.}

_{We possess extensive industry networks and knowledge, the deepest candidate pool, specialized sourcing skills, and loads of other resources. These enable us to identify and attract well-qualified candidates – especially passive job seekers - from diverse backgrounds and all experience levels. We are adept at navigating the complexities of the recruitment landscape, and staying abreast of emerging trends and market fluctuations.}

_{While we do our best to get to know your company and the positions we fill in as much depth as possible, internal HR teams offer a more intimate understanding of the organization's culture, values, and specific requirements. They possess in-depth knowledge of the company's internal processes, compensation structures, and employee expectations. This insider perspective is crucial for ensuring a smooth onboarding experience and long-term retention of top talent. We recognize and appreciate solid teams with quality hiring processes and look forward to opportunities to work with them, rather than compete against them.}

_{BUZZWORD TIME: SYNERGY!}

_{When firms like Spectrum and internal HR teams seamlessly align our efforts, we can create a powerful synergy that optimizes and expedites the entire process. This synergy manifests itself in many ways:}

_{Targeted Talent Identification: Our singular understanding of the manufacturing and engineering industries in Utah complements your company’s deep understanding of your specific talent needs. By working together, we can save time and money by identifying and attracting candidates with the precise skills, experience, and cultural fit you’re looking for.}

_{Streamlined Recruitment Process: Third-party firms can streamline the recruitment process by handling time-consuming tasks such as screening resumes, conducting initial interviews, and coordinating candidate schedules. This frees up internal HR professionals to focus on strategic initiatives such as onboarding, employee development, benefits, payroll, and organizational initiatives. Again, HR and recruiters are NOT the same thing.}

_{Enhanced Candidate Experience: We pride ourselves on providing a personalized and engaging candidate experience, ensuring that applicants feel valued and informed throughout the recruitment process. We do the bulk of the legwork and do our best to build up your brand as much as our own. On the other hand, the hiring process is a candidate’s first glimpse into your company’s actual culture so the more involved the insiders are, the better.}

_{Retention Strategies for Long-Term Success: Internal HR teams play a pivotal role in retaining top talent by fostering a positive and supportive work environment, providing opportunities for growth and development, and aligning compensation and benefits packages with industry standards. Spectrum contributes to acquisition and retention efforts by providing insights into market trends, compensation benchmarks, and more, helping you remain competitive, especially in the market where we operate.}

_{So, how is it possible for agencies like ours to coexist with your internal squad? It’s really no different than working with any of our client’s hiring managers, except that recruiters and HR folks seem to understand each other better so things often go extra smoothly.}

_{Here are some key strategies for fostering a symbiotic relationship:}

_{Establish Clear Communication Channels: Open and frequent COMMUNICATION and COLLABORATION between external recruiters and internal HR teams is paramount. Regular meetings, joint brainstorming sessions, and shared project management tools can facilitate information exchange and ensure alignment throughout the recruitment process. It’s a give and take – if one side fails to reciprocate, it doesn’t work.}

_{Foster Mutual Respect: Recognizing the unique expertise and contributions of both external recruiters and internal HR teams is crucial for cultivating a mutually respectful relationship. Both parties should value each other's perspectives and insights, acknowledging that their collaboration is essential for achieving shared goals. When we work with you, we all become one big team, with the same goals in mind.}

_{Align on Shared Goals: Clearly defining shared goals and objectives ensures that external recruiters and internal HR teams are working towards the same outcomes. These goals should align with the organization's overall talent acquisition strategy and encompass both short-term hiring needs and long-term talent management objectives. Oftentimes, when we work with internal HR teams rather than other managers, they understand the company’s needs and capabilities better, so we understand them better as well.}

_{Continuous Evaluation and Improvement: Regularly evaluating the partnership between external recruiters and internal HR teams is essential for identifying areas for improvement and ensuring that the collaboration remains effective over time. Feedback sessions, performance reviews, and joint analysis of recruitment outcomes can help identify areas for improvement and strengthen the partnership. We understand that sometimes things change and we need to make adjustments, so the sooner we can do it, the better.}

_{Consistent, quality COMMUNICATION and COLLABORATION between our team and yours are vital to enhancing the candidate experience and our brand image. If these channels break down on our end or yours, we all look bad. Worse than that, job seekers suffer during a time that can already be incredibly difficult and stressful. We’ve said it before and we’ll say it again, our success is directly tied to the success of our clients and candidates so we will always have your best interests in mind.}

_{If you have missed out on the ROI of recruiting because your company has an internal team, it’s time to re-evaluate. Let’s connect today and find out how we can help you help us help you help us help you help us…}

_{Build the team you want or deal with what you’ve got.} 

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