Guest Blog: The Battle for Talent: Why Job Seekers and Employers Need Recruiters


We live in a world today full of business niche specialists, from companies that change our oil to people that walk our dogs Many of these are tasks and duties that previous generations did for themselves.

Looking for a new job or finding a new employee also falls into this category.

Companies think very little about paying the fees charged by lawyers, accountants, and management consultants, but when it comes to finding and hiring top talent, business owners often say: “Why use a recruiting firm when I can search for candidates myself?”

On the opposite side of that thought process is the employee looking for a new job opportunity. Sometimes, all it takes is a recommendation from a relative or friend to get into a company. Why should they trust a “stranger” (i.e. recruiter) to help them find a job, even if the recruiter is working on their behalf for free?

Both parties often fail to realize that they are leaving the hiring process to chance. Many times, there isn’t a vision or strategy incorporated by either party to locate each other. Cue the recruiter, who is only paid when both parties are happy with each other.

A good recruiter will work to create a beneficial relationship for all parties in the following areas: expertise, access, confidentiality, and time-savings. Here are some key points on various aspects of job opportunities involving a recruiter.


A recruiter has the ability to delegate the search to someone in the daily trenches. Each party can focus on their day-to-day activities, instead of solely focusing on the battle for talent.

A niche-focused recruiter will know which companies are hiring, which companies are good to work for, and which candidates are a good fit for a job opening. Because 85 percent of jobs aren’t advertised, a recruiter who’s tied into the marketplace is a key ally.

A recruiter deals with job openings and job candidates on a daily basis, so they can guide and advise on up to date market conditions such as realistic salary requirements, talent shortages, etc.


Recruiters have relationships with talent sources that can’t be accessed by newspaper ads or the Internet. Often the best people simply aren’t looking in the want ads for something new — they’re busy working. Convincing a person who’s not looking to consider an opportunity takes more time than recruiting someone who is anxious to leave. Most recruiters spend the bulk of their time sourcing hidden, passive candidates.

For candidates, job market awareness is valuable information to have. Top passive candidates seek out the best third-party recruiters to keep them aware of opportunities at different companies. These connections give a recruiter sourcing and speed advantages, allowing them to find top people quickly for companies.

Recruiters are aware of job openings that are unpublished. A good recruiter has credibility with hiring managers across a wide berth of companies and will often be aware of jobs that are not listed on job boards or on LinkedIn. They also have multiple connections within companies, creating a direct route to hiring managers and decision makers. The best recruiters work closely with the same hiring managers, a trust factor that’s hard to replicate for a job seeker.


Companies who end up losing or replacing employees in key positions often don’t want their clients or competitors to know about it, as this can be damaging to a company’s reputation, or set their competitors up to take advantage. Working with a recruiting firm ensures a smooth, quiet transition.

Often, the best candidates are working for competing firms, but out of professionalism and caution, they rarely send a resume to a direct competitor. Recruiters, however, can function as a safe intermediary.

As a buffer and go-between, a recruiter can help clear up misunderstandings and negotiate a deal in which everyone wins. Often it’s more comfortable talking to someone who isn’t directly involved in the negotiation process.

Recruiters create a level of transparency for clients and companies, and can strive to find the most honest feedback from both the company and the interviewee, even if at first it may seem harsh. Recruiters only get paid when they make a successful match, therefore they can be blunt and candid if there is a disconnect between the company and the candidate.

They are focused on having passive candidates understand the long-term career opportunities that come with a new job offer. While this takes more time for the recruiter, it ensures that the hire will be more successful in the long run because the offer is accepted based on actual job needs and the upside growth opportunity, not just the size of the compensation package.

Time Savings

For a job seeker, looking for a position is a full time job in itself. Many people start their search while still employed, which means taking calls or managing email while on the clock. A recruiter will handle all of this for the job seeker, similar to a personal assistant.

For the company seeking a new employee, a recruiter will save a company time because they sort through all the resumes received, screen the qualified candidates, and only submit the best candidates to the company.

Once a company wants to meet with a candidate, the recruiter will schedule all interviews, debrief with both parties, handle the job offer and negotiations, and ultimately coach both parties to a win-win result.

Todd Palmer is the president of Troy-based Diversified Industrial Staffing and Diversified PEOple LLC.