A Recruiter: More Than Your Last Resort

A Recruiter: More Than Your Last Resort


We get it. You’ve heard the rumors about staffing companies. You think a staffing company wouldn’t know your skills, qualifications, and values that you analyze during your job search. What could they possibly do that you can’t? You are a great candidate and you have a lot to offer to companies. Of course, you can find your own job.

However, even though there are more job openings now than in the last 14 years, hiring is currently at its slowest pace since 2014. While you might be a great candidate, it can still be tough to find a job. Finding a job is a whole job in itself! If you have other obligations in your life, like taking care of a family, it can be hard to find the time and resources to continue a job search. It can be exhausting and bear no results for all of your effort.

The good news is this: a staffing company is not your last resort!

Turning to a staffing company may feel like defeat – like you didn’t have it in you to do it on your own. But that’s not true. Turning to a staffing company is probably the best thing you can do for yourself if you don’t have any personal connections to a job opening. Recruiters work with companies every single day, and know where the open jobs are. They know how each of these companies work, and what you need to get the job. They can expertly manage your skills and values to align them to a job that fits.

You are not in this alone.

A recruiter will recognize that you are a great candidate, and they will fight to get you a job you deserve. In the meantime, you can take a breather from your job search and have faith that your recruiter will find something for you. It’s hard enough being out of work and trying not to revert to something below your qualifications. It’s even worse that statistics say 70-80 percent of job openings aren’t made public. These are the jobs recruiters can find and will connect you with.

You are a marketable worker.

You have the skills and drive to excel at a job, so you should be a real contestant in the running for an open position. You shouldn’t have to work day in and day out just to get rejection letters – so let a recruiter help you. They aren’t in it for the commission, and they aren’t there just to fill a space with your name. They see you as a person with real value, and can probably find a job better suited for you than you could have found on your own.

Realize that maybe, just maybe, a recruiter should be your first resort, and definitely not your last.

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How to Network When You’re the Youngest One in The Room

How to Network When You’re the Youngest One in The Room


Our Experts | Erin McGinty, Recruitment Specialist
Erin McGinty

Erin McGinty, Recruitment Specialist for Alliance Scientific Solutions

I’m just going to throw it out there. Networking is awkward. Extremely awkward.

You’re probably worried about how you’ll introduce yourself and what you’ll talk about to keep the conversation moving. Do they want to talk to you? Do you even have anything to bring to the conversation? There’s no chance they’ll want to follow up and grab coffee, right?

I get it. I’ve been there. And from the other side, I’m happy to tell you: it gets easier (and less awkward).

Even if you’re the most outgoing person in the world, networking is uncomfortable. When you walk intro a room full of people you don’t recognize, you’re first (and the most natural) reaction is to find the first person you know and glue yourself to their side.

I recently attended a networking event where I knew there would be hundreds of new people for me to meet. There also was a big group of about 20 people from Alliance who I already knew that were attending.

The easy option would have been for me to go stand by my friends and have a good time. Instead, I took the less comfortable option that would allow me to meet new business connections. I went and sat alone at a table. I figured eventually someone would come over and talk to me. And someone did—actually, multiple someone’s came over to introduce themselves that night.

[perfectpullquote align=”full” cite=”” link=”” color=”” class=”” size=””]When it comes to networking, the first and most important step is to just put yourself out there and be ready to talk to the people around you. [/perfectpullquote]

At first, it will probably just be small talk. Hey. How are you? What do you do for a living?

But then, you’ll find a connection. And the conversation is off as you’re talking about a mutual interest or experience.

You’ll learn something. And maybe there’s no immediate gain—you don’t get a new client, a job offer, or a new best friend—but you’ve been able to bring something out of the conversation, and you have a new contact who could help you down the road.

If you’re really worried about it—join a networking group and start practicing. There are groups specifically for young professionals—and no one will think twice about you being young and awkward in those networking meetings. Plus, after a few networking events in your specific industry or group, you’ll start seeing more and more people you already know.

If you’re still nervous find a mentor who will push you into uncomfortable situations that will help you to meet new people and grow. The more often you push yourself to network, the more comfortable the situation will become.

For me, it was one of my coworkers. She had me join the Cleveland Society for Human Resources and I went to a luncheon with her. She let me sit at her table and she introduced me to a few people. The very next meeting though, she sent me out to sit at a different table and meet new people on my own.

When you’re young and new in your career it’s easy to put networking off. But the reality is when you’re first starting off, that’s when you need to meet people and build connections the most.

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3 Reasons Slow Hiring is Killing Your Business

3 Reasons Slow Hiring is Killing Your Business


You may have previously seen the article about finding the “perfect squirrel” for your organization, or the perfect candidate who can excel your business to the next level. Every company wants one – and they are out there – but what could it cost your company to keep searching and searching for these rare candidates?

Aside from the obvious monetary costs of a lengthy hiring process, it can seriously hurt your company in other ways, too. The truth is, sometimes it isn’t worth your while to have an ongoing search for the “perfect” candidate, and here’s why:

  1. The perfect candidate doesn’t actually exist.While there are some remarkable employees out there in the world, it can be impossible to find one that checks all of your boxes. Prioritize what you need your employee to be able to do, and be prepared to train for the rest. Remember, you can train job functions, but you can’t train attitude. It might just be better to do a faster search for a candidate with great potential and enthusiasm, and hire for that rather than wait for a purple squirrel to show up.
  2. You miss the opportunity to hire a great candidate. An ongoing and lengthy search for the perfect candidate will force you to put great candidates on hold – and remember, this is an employee-driven market. The best employees will have other options, and they won’t wait around for you to make that decision. Your competition will end up with your great potential employee if you leave them waiting too long.
  3. Your current employees will burn out. Between balancing their daily tasks and searching for a new team member, your hiring managers and HR staff can burn out. If this process takes too long, they are sure to lose interest in the candidate search, and begin delivering subpar work from their usual standards. It’s a lose-lose situation all around, and can be cured by a quicker hiring process.

While you may desire to find the perfect employee, a lengthy hiring process likely won’t help – no matter how thorough you think it is. In most cases it is more efficient to have a quicker, streamlined process that will find a great candidate who can perform the most important job functions and is ready to start learning the job right away.

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This One Thing Will Instantly Differentiate You From Other Job Applicants

This One Thing Will Instantly Differentiate You From Other Job Applicants

Employee Expertise

Karen Damm, Recruitment Advisor, Alliance Scientific Solutions

Karen Damm, Recruitment Advisor, Alliance Scientific Solutions

Our Experts | Karen Damm

You just hit the send key and your resume is on its way toward your next career opportunity, you’re sure to get an immediate callback, right? The hope is that the employer will read between the lines to see you are a perfect fit. But ultimately, it’s still just a resume and you’re not speaking directly to the position.

In today’s competitive job market, you really need to stand out from the thundering herd of people applying for the same positions. Don’t ever assume that the person on the other end can read between the lines and determine that you are fit.

With that in mind here is one tip that is sure to set you apart from the rest.  It’s something I call a “profile questionnaire.” Here’s what you do:

Read through the job description and pull out all of the keywords and major requirements

Open up a new word document and take a moment to address the “when, why and how” of each requirement. Give as many details as you can about how you’re a great fit for the position.

Attach it to your resume, like a cover letter or any other supporting documents, and send it on over.

It may sound daunting at first, but if you are niched in your space you will see that most employers in your industry look for the same qualifications, which means with minimal tweaking you will be able to use this tool over and over.

This truly is your opportunity to brag about your expertise. It’s better to define everything you’ve done in detail because the one thing you leave out could be what’s most important for the position. Ignoring that one specific skill or experience could cost you the job, and especially when you’re applying to a large company that’s searching through thousands of resumes for specific keywords.

Do this, and you’ve elevated yourself to the next level. You’ve tailored your experience and made it completely relatable to the job you’re hoping to land.

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Regulatory demands require the right people to ensure compliance

Regulatory demands require the right people to ensure compliance

Employee Expertise

Our Experts | Marc Kotora
Marc Kotora, Brand Leader, Alliance Scientific Solutions

Marc Kotora, Brand Leader, Alliance Scientific Solutions

Originally published by Smart Business.

In the U.S., there’s been a greater demand for food, pharmaceuticals, cosmetics and medical devices that are either produced abroad or are made with materials acquired outside the country. With that increase in production, hiring people with the right kind of experience to deal with global regulatory compliance has been dramatically affected as well.

“The manufacturing environment has become increasingly complex because companies across the globe are connected within the supply chain,” says Marc Kotora, managing director at Alliance Scientific Solutions.

[perfectpullquote align=”full” cite=”” link=”” color=”” class=”” size=””]“The skill and specialization needed to be successful in this expansive marketplace hinges entirely on a company’s workforce. It’s imperative that businesses find ways to bring the best talent into their companies to remain competitive,” he says.[/perfectpullquote]

Smart Business spoke with Kotora about the competitive landscape and how to find the right people for the job.

Where are the greater needs in terms of position and industry?

Global production of products regulated by the Food and Drug Administration (FDA) has quadrupled during the past decade. The ingredients and components originate from more than 150 countries, and involve 130,000 importers at 300,000 foreign facilities. This has triggered an increase in demand for people with a working science background and experience dealing with regulatory agencies who can help align businesses with their strategic partners, suppliers and vendors across the globe. These areas of focus include quality control, quality assurance, regulatory affairs, compliance, documentation and engineering departments.

Who can fill these positions?

An academic background in biology, chemistry and engineering is helpful, but it’s better that candidates have on-the-job experience. The most desirable candidates have had interactions directly or indirectly with the FDA or other global regulatory agencies such as the European Medicines Agency or Canadian Medical Devices Regulations.

How are employers finding the right talent?

Many companies are proactive in seeking this type of talent. They will post positions and assemble internal talent acquisition teams that are led by internal hiring managers. They work with an internal applicant tracking system to find, vet and hire the right talent for their needs. Keeping the hiring process in-house, however, might mean missing out on the highest-level talent.

The best candidates are typically employed. Certainly, there are talented people without a permanent job, but many of the best-fit candidates are currently working. Professional service firms can access candidates through their deep referral network and offer them new opportunities.

What can companies do to ensure they have the talent necessary to compete?

At a minimum, companies working in the affected fields will need experienced internal talent acquisition teams or third-party sourcing partners, a strong employee retention strategy, robust training programs, and branding strategies that promote awareness in the market place to attract the best talent to support hiring initiatives.

The specific knowledge and experience necessary to fill these positions has many companies reaching out to professional service firms to supply the most qualified candidates. Recruitment process outsourcing allows companies to tap into the deep industry knowledge of the professional service firms that are able to thoroughly vet candidates. An outsourced firm has the industry knowledge to find the types of candidates that best fit the position by tapping into its vast referral network of industry leaders. Firms working in the talent acquisition field have a great deal of experience recruiting specific types of candidates and are good at recognizing the most applicable skill sets.

The specialization and experience needed to fill these high-demand positions means there are few highly qualified candidates available. Companies will be at war with each other to acquire the best talent. Businesses that don’t have the internal resources should consider utilizing recruitment process outsourcing or professional services firms to keep the pipeline of candidates full.

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