A common thread this year on conference agendas is Workforce Shortage. In almost every industry and job function, there is concern about the declining workforce, burnout, and current and looming vacancies. As vacancies remain unfilled, employees are taking on more responsibilities and some organizations are reluctantly turning down business because they are unable to service new clients.
Our parking industry is no exception. It is a complex environment composed of many different types of skills and roles to operate efficiently. The types of professionals required in this industry include strategic thinkers, politically savvy business leaders, and individuals with specialty expertise in functions such as finance, operations, IT, sales, customer service and more.
How do you find that highly specialized employee with leadership skills and the right cultural fit for your company? In-house recruiters probably know your business very well and this may potentially save money, but this strategy does not necessarily result in a large savings or the best possible hire.
Here are some key advantages of using a retained recruitment firm:
1. HR Staff and Hiring Manager Overload: Adding a search for an important position in your organization may put an added burden on your human resources department or key hiring managers that are already on overload with their usual day-to-day responsibilities. This can lead to either letting other responsibilities slide or possibly hiring the most available candidate rather than the best possible talent.
2. Industry expertise and strong networks: Retained recruiting firms invest time and effort in building extensive networks of industry professionals and potential candidates. They attend numerous industry conferences and workshops to develop knowledge in industry trends and challenges, as well as to connect with individuals and establish relationships that can be leveraged for future recruitment needs. This expertise allows them to effectively identify and assess candidates who possess the necessary skills and experience.
3. Knowledge of transferrable skills: Retained recruitment firms have memberships in a multitude of associations that are industry specific not only to parking, but also to industries that have transferrable skills, such as finance, operations, business development, IT, and facilities. Access to numerous membership databases and reduced advertising costs allow maximum exposure to potential candidates.
4. Proactive sourcing: Rather than relying solely on job postings, retained executive recruiters proactively source candidates through various channels. They utilize their networks, proprietary databases, and industry-specific resources to identify and directly approach potential candidates.
5. Passive candidates: Retained executive recruiters focus on developing a pool of passive candidates who are not actively looking but may be open to the right opportunity. Finding passive candidates is critical to developing a strong candidate pool. These candidates are often highly skilled, experienced, and happy in their current role.
6. Candidate assessment and screening: Retained recruitment firms conduct thorough assessments and screenings of candidates to ensure they meet the client’s requirements, not only for qualifications, but also cultural fit for long-term success in the role.
7. Confidentiality and discretion: Professional recruiting firms understand the importance of maintaining confidentiality, especially when it comes to sensitive hiring situations. They ensure that the client’s information and recruitment process are handled with the utmost discretion and professionalism.
8. Candidate experience and relationship management: Reputable recruiting firms prioritize providing a positive candidate experience throughout the recruitment process. They communicate regularly with candidates, provide feedback, and keep them informed about the progress of their application.
9. Customized recruitment strategies: Creating a strategic plan in collaboration with the client at the start of the search is critical to having shared expectations and a successful outcome. Successful recruiting firms tailor their recruitment strategies to meet the unique needs of each client. They take the time to understand the client’s organizational culture, values, and specific requirements.
10. Long-term partnership: Retained search firms often build long-term relationships with their clients, understanding their specific needs and culture. This allows them to provide ongoing support for future executive hires and succession planning.
The benefits of engaging with a reputable retained recruiting firm are many and can save your firm money, as well as provide support for your HR professionals. A reputable firm will also offer some type of guarantee on the candidate’s success in your company. A recruitment firm is not a replacement of your HR staff, but is an extension of and partner to your organization.
Gale LaRoche, Ph.D., J.D., SHRM-SCP is a Senior Human Resources Consultant at ADK Executive Search and can be reached at gale@adkexecutivesearch.com.
Brian Vaughn is Director of Market Development, Parking at ADK Executive Search and can be reached at brian@adkexecutivesearch.com.
