HR managers or recruiters hiring millennial female job candidate at interview, woman applicant listening to potential employers during employment process. Recruitment concept. Back close up view

The Benefits of Working with a Recruiter

US companies spend over $150 billion annually on recruiting and staffing agencies – even when they have their own internal talent acquisition teams. So why do companies work with an outside agency, rather than leverage their internal recruiting team? This is why:

Access to Premier Talent

The biggest reason companies decide to work with recruiting firms is to get access to top talent and hire people they can’t find on their own. This might sound redundant when considering that some companies have internal recruiting teams, but remember, an internal team might be filling multiple positions within the organization and often doesn’t have time to build a network of candidates for every role. A recruiter is constantly looking for top talent and assessing their availability. For specialized recruiters, knowing the key skills and attributes that make someone an attractive candidate in a particular field or discipline is their livelihood.

A Reality Check

Depending on the amount of turnover within an organization, a company may not have a real-world understanding of the availability of talent, current pay scales or what top candidates desire in their next opportunity. Depending on the state of the economy, the market for talent might be very competitive. By utilizing a recruiter, an organization can better position itself to find and attract the right people.

Save Time and Money

There are a lot of great tools available to help companies find talent, but many of those tools require time-consuming efforts that slow the process down and drive costs up. Adding together the costs of purchasing recruiting resources with the expense of man-hours utilized to learn, manage and evaluate the results – not to mention time lost for other projects – many hiring managers are surprised by the total expense of an already-difficult process.

The average cost of a poor hiring decision, which is often due lack of time or understanding, is $48,000 in the packaging engineering world. With the failure rate of new hires averaging between 40%-60% within the first 18 months, the importance of finding the right fit the first time saves a company both money and reputational damage. Working with an experienced recruiter streamlines those tasks and ultimately saves time and money.

It’s Faster

Let’s face it, most Human Resource departments can be called on to fill multiple positions at any given time. A beverage company, for example, may be on the hunt for production planners, laborers, merchandisers, management systems facilitators, packaging engineers and a variety of other essential personnel all at once. It takes years to learn what makes a good hire for every department and role, but an in-house recruiter may only need to use that specific knowledge once or twice in a decade. For highly specialized roles, a specialized recruiter can educate you on the must-have skills for the position, identify top candidates and trim days or even weeks off the process.

Recruiters Know Where Candidates are Hiding

Monster, CareerBuilder, LinkedIn and other job search platforms have made finding candidates much easier. However, these tend to be “active” candidates who are already looking for a job and committed to making a career change. This can be a great pool of candidates, but it may not be enough to find the best fit for a particular opening. Many times, the ideal candidate is only passively looking and doesn’t want to reveal their desire to leave their current role by advertising their intentions, but they will tell a recruiter they trust about their goals and aspirations. This is crucial for high-level jobs, where there is a much smaller pool of available jobs and qualified candidates.

Alternate Options

Not every opening requires a fulltime hire. Staffing firms can identify qualified contractors that add a flexible resource to a short-term or part-time project. Temporary or project-based hires can help when budgets are tight, headcount is too high or the workload only increases for a limited time.

Recruiters are Confidants

Negotiating is often the hardest part of the recruiting process, particularly for candidates; they want a fair salary and they don’t want to price themselves out of the running. By working through a recruiter, candidates can be honest and feel they are getting a fair compensation package. In addition, recruiters can often vet details about a candidate’s background that they might otherwise be hesitant to tell potential employers, such as health concerns, relocation challenges or career aspirations. By becoming a sounding board for both clients’ and candidates’ concerns, recruiters can act as an impartial resource throughout the hiring process.

Adept Talent Can Help

To minimize the costs of a prolonged and inefficient candidate search, consider contracting an outside recruiter that knows the packaging industry. Our specialized recruiting team at Adept Talent has a background in engineering, so they’re familiar with the array of projects, skillsets and unique challenges encountered within the industry. They have a vetted pipeline of candidates with a diversity of expertise, which allows them to provide a concise pool of qualified candidates quickly, significantly increasing the likelihood of a successful placement. Whether you’re in need of specific expertise or a complete packaging department, our team can provide the right resources, right when you need them.

Business Background screen interface

Tips on How to Find Your Own Employees

At a time when unemployment is low and competition for talented employees is high, hiring can be difficult. But the cost of a bad hire is greater than waiting for the right one. Here are some ideas on how to find the people who align with your plans to grow and share your vision.

Ask Your Own Network of Industry Professionals

People you have worked with over the years will know what traits you value in an employee, what skills are most important and what qualities drive you crazy and you wouldn’t hire. Your network will be able to speak to the kind of leader you are and how you manage.

Leverage Your Connections

Ask your employees, customers and former colleagues for referrals. When appropriate, offer referral bonuses. Many times, this is less expensive and more targeted than a job board.

Hang Out with Candidates Online

One of the best places to find future employees is using the same resources as they do. Join blogs, forums and LinkedIn groups specific to the types of talent you are trying to attract. Look for user groups on Twitter or Facebook groups that appeal to your target audience.

Leverage Your Website

Create a career page on your website to make jobs easily accessible and create an easy process to apply. Make certain your website is optimized for mobile since more and more candidates are viewing opportunities on their phones.

Get the Word Out

Never underestimate the power of networking. If you are hiring locally, talk to other local business owners and let them know you are hiring. They also have a network of contacts they can leverage on your behalf.

Use Industry Specific Job Boards

Increase your visibility by posting jobs in places where your target talent will see it. Many industries have industry or job-specific posting sites that allow you to focus your search in specific areas.

Use Social Media

Social media is another way to not only get the word out to your network of contacts, but reach their contacts. Look at local Facebook groups, industry LinkedIn pages or just ask your friends and connections to share your posts with their connections.

Grow Your Own Talent

Consider creating internship programs as a way to add to your recruiting pipeline and invest in your company’s future. Many seniors and graduate students from colleges and universities welcome the opportunity to get real-world experience and get an extra advantage over other graduates when entering the workforce.

Go Back to College

Many graduates stay connected to their college and university alumni centers and former professors and classmates. Build relationships with the professors and staff at local schools (or schools specific to your needs) to help identify up and coming talent.

Participate in Career Fairs

School or community career fairs are a great way to network and meet active job seekers. Almost like speed dating, career fairs allow you to interview multiple candidates in a short period of time.

Use a Recruiter

A truly skilled recruiter knows to ask about more than a college degree and years of experience. They know to ask about what you want that we won’t see on a resume. We know what drives and motivates candidates to make a change and how you and your company can align to meet those qualities.

Leverage the Adept Talent Team

Owned, operated and recruited by engineers, the agile team at Adept Talent will leverage our global packaging pipeline to quickly help you find the talent you’re looking for.

Whether you require knowledge of packaging materials or business processes, our recruiters can provide additional resources, specific expertise, or a complete packaging department, right when you need it.

While there are many approaches to finding your own employees, the best solution is to try multiple avenues to see what works best for you and your company’s needs. If all else fails, our team at Adept Talent sources packaging experts for the most iconic brands in the Food, Beverage, CPG and Life Sciences industries.

Contact the Adept Talent team for assistance with finding the packaging talent you need.

Download

This article is also available as an infographic download in our resource library.

Partners Investors

Leverage Contract Packaging Engineers to Supplement Your Team

With the volatility packaging departments experience as a result of new product launches, updated regulations, or new company initiatives, finding and maintaining the right packaging resources is always a challenge.

Achieving Year-End Objectives and Allocating Resources for Next Year

As the 4th quarter approaches, we’ve noticed that many of our clients need additional help to complete their projects to hit their year-end objectives. Other clients are currently allocating resources for 2020 and noting that they may need additional bodies or expertise for their 2020 projects.

As these challenges arise, ranging from insufficient resources to limited skill set or time constraint, team leads are evaluating options to overcome their specific obstacles.  Often the resource needs will depend on the volume and expertise needed for a specific project, so hiring additional full-time associates isn’t an adequate solution. 

Most of the leading global companies in the Food, Beverage, CPG and Life Sciences industries are solving this problem in packaging by relying on the expertise and manpower of contract packaging engineers.  

Benefits of Hiring Contract Packaging Engineers

By hiring contract employees for a defined duration, they are able to minimize risk, add resources when their internal teams are at maximum capacity, and hire based on the expertise needed per project.

Usually when hiring for a highly focused industry, such as packaging engineering, utilizing a company that specializes in packaging engineering, rather than a general staffing company, produces much better results.

Using a Company that Specializes in Staffing Packaging Engineers

Adept Talent, which is owned, operated and recruited by packaging engineers, is able to provide deep technical competence, an expansive global network and a pipeline of subject matter experts, which allows us to source the right candidate, quickly.  

Our global packaging pipeline has a diversity of skill sets designed to facilitate growth, spearhead new technology, enable compliance, and conquer complications throughout your packaging department.

If you’d like more information on leveraging contract packaging engineers to manage resource shortages and add flexibility, check out our white paper.

Owned, Operated and Recruited by Packaging Engineers

If your packaging department requires additional knowledge of packaging materials or business processes, our agile team can provide additional resources, specific expertise, or a complete packaging department, right when you need it.

Contact our recruiting experts today!