DO NOT USE ERP AND CRM RECRUITERS UNLESS . . . (By an ERP and CRM Recruiter)

Over the past 2 decades, DyNexus Recruiting has recruited, placed and hired hundreds of ERP and CRM (IT) consultants for VARs, ISVs and ERP & CRM end-user companies.  Even our best clients sometimes don’t have us fill certain positions for them, which totally makes sense.  Just like you don’t go to a doctor every time you don’t feel tip-top, you don’t use a recruiter every time you need to hire someone.

As a retained firm, we must fill every position we take on, and we rely on having a very close relationship with the candidates we work with, so we don’t play a numbers game (i.e. throw as many resumes as we can to our clients, hoping some of them “stick”).  But many times, that is exactly how recruiters work.  For a discussion of this kind of environment (from the candidate’s perspective) you might enjoy this article in the USA today.  We thought we would put together a similar discussion, but from the perspective of the employer.

Here are some things to consider when deciding if a particular hiring need is suitable for using a recruiter.

When NOT To Use an ERP or CRM Recruiter:

• When you have access to a sufficient number of suitable candidates, and . . .
• When you have the time to make contact with candidates, and . . .
• When you have the inclination to do the work of a recruiter, and . . .
• When there is no urgency to fill the position, and . . .
• You have the systems and infrastructure in place to support a recruiting effort.

So our advice to you is this: DO NOT USE AN ERP or CRM RECRUITER unless:

• You don’t have the time to perform the sourcing, screening, and “selling” tasks it takes, or . . .
• You don’t have adequate access to suitable candidates (job boards, LinkedIn, networks, etc.), or . . .
• The position is “sensitive” (e.g. replacement for an existing employee), or . . .
• You don’t want to ruffle feathers by sourcing candidates from “delicate” places (e.g. competitors), or . . .
• You decide that you don’t have the skills, or the desire to perform the role of a recruiter; recruiting in many ways is just a very specialized form of sales, and most people are not suited to this kind of role.

So, there you go.  When should you NOT use an ERP or CRM recruiter?  When you’ve got A. Access to the Talent, B. The time to Recruit, C. The Desire to Recruit, and D. The internal Infrastructure to SUCCESSFULLY Recruit. As we say, . . .

IF IT WAS EASY, CHILDREN WOULD BE DOING IT.