Most employers tend to have similar questions when making a decision about working with a recruiter. Let us provide some up-front answers to those typical questions.

Why should I use a recruitment firm for my job search?

There are several good reasons to use a professional
recruiter:

• If the employer is short on time or is short staffed and is looking for the ability to delegate the time consuming tasks of the recruitment process to an outside firm. Management Recruiters of Morgantown is a full service recruitment agency and can handle any search from beginning to end.
• To reach applicants who have not heard about the job vacancy. MR Morgantown will tap into a database of potential candidates that have most likely not read or noticed the employer's traditional print ads.
• To obtain a confidential search if the employer has sensitive reasons for not making the search public knowledge at this point in time.
• If the position is one that is at a level in the organization that may require specific screening techniques. The client company may want a search customized so that only candidates meeting specific predefined criteria are sourced.
• When time is of the essence and the job needs to be filled as quickly as possible.
• If a certain job requires skills that are so unique that a nation-wide search or a very specific niche search is necessary to obtain a sufficiently sized applicant pool in a career field where qualified professionals are limited.
• When everything else has failed and it is time to turn a tough assignment over to the experts.

Why is it that a recruiter can find candidates when other methods have failed?

There are lots of reasons recruiters are more successful, here
are a few:

• Normally the recruitment firm has a database of pre-existing, pre-screened candidates just waiting for that particular type of opportunity that the company is seeking to fill, BUT they are not out there mass mailing their resumes around. They have asked a recruiter to contact them only when an ideal job match is identified for them.
• Candidates may be interested in making a job change but have not yet had the time to revise their resumes, read ads or surf job boards. We help those candidates by assisting them in getting their paperwork up to date and targeting an appropriate job search for them. We, therefore, can make potential candidates out of key professionals who normally are too busy to deal with the workload of the traditional application process.
• MR Morgantown's services are a more effective recruitment tool than the typical print advertisement of a job vacancy, because we are actually an interactive advertisement for a company or a position. A candidate can't ask an important question to a newspaper or a magazine ad, but can have all of their specific or personal questions answered by a recruiter making a personal presentation of an opportunity to him/her.
• Last, but probably foremost, is that time commitment and persistence are the trademarks of a professional recruiter. At MR Morgantown we dedicate a significant amount of time to a search and also continue to follow-up with candidates to keep them moving forward. This increases the likelihood that the job will get filled more quickly and that key candidates will not get lost in the shuffle.

What are the fees?

Recruitment fees, like most services, are based on the level and the quality of the service provided. Not surprisingly, you get what you pay for. The typical standard fee in the industry is 30% of the candidate's first year's compensation. MR Morgantown provides different payment options from which to choose. View our page entitled "Contract Options" for more information.

How long does it take to fill a job?

The time will vary based on a number of things:

• First, the time is somewhat based on how unique the skill set is that is required for the job, which in turn correlates with the number of potential candidates that exist for a particular job in a given market. Sometimes it is like finding that needle in the haystack.
• It will also depend on whether a company has formally retained the services of their recruiter and thereby a time commitment from them.
• Frequently the employer can impact the time line based on how quickly they provide the information the recruiter needs to perform the search and how quickly the hiring supervisor moves to interview candidates and make decisions after they have been presented by the recruiter.
• An up-front and candid discussion between the recruiter and the client company about time lines and expectations can greatly speed up a search.

How is a search process initiated and what does a typical search process involve?

Review MR Morgantown's web page entitled "The Search Process".