Picking the right service can help you pinpoint the best job candidate without straining your resources or consuming too much of your time

The Internet has a rapidly proliferating number of career related sites that can be great tools in a company's search for just the right job candidate. But the real task today is not so much finding this kind of digital information, but rather sorting through it all and making it meaningful, i.e. getting it into a searchable database.

However, these tools can become cumbersome. We know from experience that getting hundreds of resumes and follow-up calls in response to ads can take an enormous amount of time to sort through, and still not produce appropriate candidates. As with most other things, the Internet has to be blended with what has been the traditional, tried-and-true method of finding people—calling them.

Electronic information can be helpful, but personal contacts and networking are still key ingredients in the search for job candidates, and probably always will be. Phone conversations, followed-up by face-to-face meetings and networking opportunities, are critical in a niche industry such as pulp and paper where someone always knows someone, leading to productive referrals.

Considering the time involved in gathering and controlling large amounts of digital information and supporting it with personal phone work and interviewing/screening hundreds of job candidates, working with a reputable recruiter might be your best approach, especially if your resources are already stretched. Most recruiters have access to a large number of candidates with exactly the education and experience your company is looking for. It's just a matter of finding the one that works best for you and your company's needs.

Picking a Recruiter
As a department manager, hiring qualified candidates for your area is one of the most important managerial functions you have. All too often, the entire hiring responsibility is turned completely over to the HR department when, in fact, the new hire will report directly to you.

So you too should play a part in the selection of the recruiting service. It's more than a phone call to the service; it's finding out how it operates, the backgrounds of the recruiters, and making sure this service is going to serve your needs. As in all professions, there are many excellent services out there along with some that are not so excellent.

Most recruiters will want to meet you to better understand your needs and be familiar with your business. They will need to understand your corporate culture. Remember, a recruiter is working for you and having all the details helps that firm better sell your opportunity to the candidate you want to hire.

The individual recruiter you work with is as important as the agency you choose. You will have ongoing, sometimes daily communications with your individual recruiter, so you want someone you can talk with frequently, freely, and easily. This is equally true in reverse. Unfortunately, recruiters can be shut out by a “gatekeeper” who screens your calls and helps you manage your time efficiently. You should ensure there are no such blocks preventing you and your recruiter from sharing important information during the hiring process.

Also, be sure your recruiter has and understands the job description. Some descriptions are little more than vague requirements, typically resulting in candidates being sent that are not properly qualified. Other descriptions are so stringent and restrictive that they effectively eliminate good candidates from being considered in the first place.

All companies want the “perfect” candidate. But demanding, unrealistic qualifications may prevent you from meeting an otherwise excellent candidate who does not meet every line item in your description. It's very important then to work with a qualified recruiter who can sit down with you and help determine some realistic qualifications for the open position you have.

Gilly Hitchcock is president of FPC of Bangor, a recruiting firm specializing in pulp and paper placements, and Mike Luciano is a senior consultant with FPC.

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