with a good recruiter should result in hiring the best person for your
position, not the “best person looking” for a new position. More often
than not the best candidates in the industry are gainfully employed, highly
regarded by their current employers and not actively looking for a new
position. Therefore these candidates are not likely to know that your job
opportunity even exists, even if it is a better opportunity for them.
When people are not looking for a position they do not spend much time, if any,
reading the want ads or surfing the Internet for open jobs. These
candidates have to be approached and sought out by a good recruiter and
convinced to look at your opportunity. After all, who wouldn’t be convinced
to leave for a better opportunity? This is where Salem Solutions, LLC can
benefit you, the employer.
We have a proven track record and because we specialize exclusively in Medical,
Dental, and Traditional Business settings, we have relationships with top
talent and up-and-coming talent in the industry and can quickly and effectively
locate qualified candidates for your critical job openings. We offer
several options, including retained search, contingency search, and a hybrid
plan. Our mission is to help companies acquire top talent, which helps
them increase their bottom line on a global basis while helping them attain
career-enhancing opportunities that allow them to achieve the quality of life
they seek. Our passion is to solve problems and to help others
succeed. We are experts in the search process because that is what we do
on a daily basis, and we are good at it. Employers should spend their
time on what they do best, which is running and managing their business.
Leave the recruiting to professionals who are experts in the search
process. If you needed a new roof on your home, would you attempt to do
it yourself, or would you hire an expert roofing company to do it for
you? It’s the same with regards to recruiting. Should you attempt to
do it yourself, or leave it to the professionals? We think you should
leave it in the hands of professionals who will do all of the leg work for you,
freeing up your time to do what you do best!
Why should you use a recruiter?
Your company should use a recruiter because the best people aren’t looking for
a job – they are already working. These are the proven performers who are
in the top five or ten percent of their profession. They don’t typically
read the “help-wanted” ads, they don’t keep their resumes circulating, and they
don’t visit the employment agencies. If you want to hire these people,
you have to find them, because they aren’t searching for you. Identifying
and approaching these hidden prospects is not an easy task, but that’s what
trained recruiters do every day. Also, a trained recruiter can help you
avoid mistakes in the hiring process by providing an objective analysis of a
candidate and can save you time by screening candidates against your
requirements. Finally, a recruiter can preserve your anonymity when it is
critical to do so.
When does it make sense to use a recruiter?
Using a recruiter is crucial when the position you need to fill is important to
your company. A recruiter specializes in finding serious career-minded
people, the kind of achievers who aren’t interested in limited or dead-end
positions. If the position is relatively unimportant to your company’s
future, don’t use a recruiter. Instead, use an employment agency or place
your own help-wanted ads.
How is a recruiter different from an employment agency?
The biggest difference is that recruiters work for you. Also, most
recruiters specialize in finding people for technical or middle-to-upper
How is a recruiter different from a temporary agency?
A recruiter typically searches for a long-term, permanent solution to your
needs, instead of ‘just anyone’ to fill the position. At Salem Solutions,
LLC, we do provide Fill-In and Contract employees as requested, but we put the
same level of dedication into finding the perfect fit for your Fill-In job as
we do in filling a Permanent position. We search for the perfect
candidate based on your specific needs, not just on the fact that they are
‘there and available’.
How much does it cost to use a recruiter?
Most recruiting is performed on a contingency basis, meaning if the recruiter
doesn’t complete the assignment, you don’t pay. Salem Solutions, LLC
searches on a retained and contingency basis and we have a third option – the
hybrid, which is a hybrid of a retained and contingency search which is popular
with some of our clients.
Is it important for recruiters to have experience in your industry?
It is important that recruiters have experience in your industry because
they will improve your chance of getting good people with the specific
experience you need. They understand the candidates’ language, they’ll understand
their accomplishments, they’ll see through their exaggerations, and they will
make a better impression on your behalf. Experience within a particular
industry also allows recruiters to save time. They more readily
understand your job description and what is important to your situation.
They will also have a better knowledge of where to start looking or where notto look for qualified candidates.
Should you use more than one recruiter on an assignment?
Generally, it is almost always best to establish a good relationship with your
recruiter and use them exclusively on assignments. There are risks
associated with using multiple recruiters to fill the same position.
Multiple recruiters will eventually cross paths in the search for candidates.
When prospective candidates hear about the same job from several recruiters,
your company may develop a reputation as a “revolving door”, where turnover is
a problem. Your company may become known as one that raids other
companies for their personnel. Another risk is that you might scare away
candidates. The best people are conscientious and don’t want to take time
off to interview for a job that apparently is being offered to many of their
How important is an ongoing relationship with a recruiter?
An ongoing relationship with your recruiter is just as important as having a
good relationship with your attorney, banker, or insurance agent. Good
recruiters are particularly valuable if you have frequent hiring needs.
If the recruiter is already familiar with your company, they should be able to
respond much more quickly to your needs. Good recruiters keep up with
industry trends, employee benefits, compensation and personnel planning.
Recruiters are more likely to give their best clients the best service, even on
How can you judge a recruiter’s performance?
There are certain indicators that will help you determine whether the recruiter
is doing a good job. First, look at who’s actually working on the
assignment. Are they professional in their day-to-day contact with you?
Second, look at the candidates who have been presented to you. Do they
meet your criteria for experience and skills? Are they prepared for the
Why should you consider Salem Solutions, LLC? You should
consider Salem Solutions, LLC for many reasons. First, we have high
standards for performance. We are results-oriented, hard-working
professionals who only recommend the best qualified candidates to our
clients. Secondly, we are a well-established search firm with more than
two decades of experience and a proven track record of success in completing
hundreds of assignments within Medical, Dental, and Standard Business
settings. We take the search and recruiting business, the future of our
company, and the future of our client’s success very seriously. Our
ongoing planning keeps us focused on our primary goal.
OUR RECRUITING PROCESS:
* Our recruiter coordinates the job description with the client company’s hiring manager.
* We interview the hiring manager for clarification of their needs.
* We research to locate the logical talent pool for the position, check our existing databases for leads, and source to narrow our research results.
* It’s time to recruit!
* We pre-screen candidates via an initial telephone interview to see if they meet the necessary job requirements.
* We sift the top candidates from the wishful thinkers, the window shoppers, the tire kickers, and the under-qualified.
* Next, we perform in-depth interviews with the potential finalists.
* We coordinate an interview schedule with the client company and the finalists.
* We prepare and counsel nominees for their interviews with the client company by spelling out the company’s needs, culture, organizational fit, hiring authority, personality, etc.
* After the top candidates interview with the client company, we debrief them, answering their questions, etc.
* After the interview, we discuss with the client’s hiring manager each candidate’s strengths, weaknesses, incompatibilities, etc.
* We coordinate with the hiring manager on possible offers to be made and set the stage for acceptance by the chosen candidate.
* We participate with the company in providing necessary information required for negotiating an acceptable offer.