DEBUNKED: 5 Common Objections to Hiring a Recruiter

objections to hiring a recruiter

As a hiring manager in the commercial real estate (CRE) industry, you may have considered using recruiters to fill your open positions but have hesitated due to certain objections. Maybe it’s the thought of delegating such an important function to someone outside of your company. Maybe it’s cost considerations. Or maybe you’re just not familiar with how recruiters work in general.

Whatever your objections to hiring a recruiter for your next important search, we’re going to completely debunk these most common myths. We will address the top five objections companies have to using recruiters for their hiring needs and explain why these objections just aren’t as valid or significant as you might think.

So, without further ado, let’s identify the 5 main reasons not to hire a CRE recruiter and debunk them all, one by one.

1. Aren’t Recruiters Expensive?

One of the most common objections to using recruiters is the cost. Let’s face it, we all want to save money wherever we can. And many companies believe that they can save money by handling the recruitment process in-house. There’s a certain logic to this. Doing it yourself is typically cheaper, right?

Well, not necessarily. Recruitment can be a time-consuming process that takes away from other important business activities. In addition, in-house recruitment often involves advertising costs, candidate screening, and interviewing, which can add up quickly.

As it turns out, by using a recruiter, you can actually save time and money in the long run by ensuring that you make better hires for your organization.

2. No One Knows Your Industry Like You, Right?

One of the objections to hiring a recruiter is that they may not have a deep understanding of the CRE industry. However, many recruiters specialize in certain industries and have a specialized network of candidates with relevant experience. And they spend their days chatting with industry insiders. In fact, they often have the inside scoop before you! They can also provide valuable insights into market trends and salary expectations, helping you to make informed hiring decisions.

3. Can I Really Trust a Recruiter?

Some companies may be hesitant to use recruiters because they’re unsure if they can trust them to find the right candidates. It’s tempting to think of recruiters as just resume slingers out to make a quick buck, right?

However, reputable recruiters will work with you to understand your organization’s culture, values, and hiring needs. They’re on your team. They will prioritize integrity in their dealings with you and your potential candidates. They will also take the time to thoroughly screen candidates to ensure that they are a good fit for your organization.

4. What About Control?

Another of the common objections to hiring a recruiter is the loss of control over the recruitment process. How much say will you have once you sign on the dotted line? If that’s an objection you’ve ever had, it might surprise you to learn that working with a recruiter can actually give you more control over the process. Seriously!

Recruiters put you in the driver’s seat by providing regular updates on the recruitment process, valuable feedback on candidates, and insights into each candidate they work with. Additionally, they can handle negotiations with candidates, allowing you to focus on other aspects of your business.

5. Is It Worth All the Extra Time?

For some reason, some companies are hesitant to use recruiters because they believe it will take longer to fill open positions. And it might seem that way. After all, you’re adding a middle man – won’t that slow things down?

However, recruiters have a large pool of candidates on tap. A recruiter who specializes in commercial real estate already has qualified candidates sitting in their database and can locate them far more quickly than an in-house recruitment team. They can also handle the time-consuming aspects of the recruitment process, such as advertising, screening, and interviewing.

So, while these may be fairly common objections to hiring a recruiter for your next big CRE hire, they’re not valid objections. They’re typically based on misconceptions or a lack of understanding of the recruitment process. By partnering with a reputable recruiter who specializes in the CRE industry, you can actually save time and money, gain access to a larger pool of qualified candidates, and ensure that you are hiring the right people for your organization.

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