You know there are a lot of reasons to work with HR recruiters: save time, save money, access expert knowledge. But what about some of the lesser-known advantages?


You’re well aware of the fact that posting a job can be an open invitation to receiving hundreds or even thousands of resumes. You know that recruiters are better at managing these massive piles of applications, but recruiters have some interesting tactics. First and foremost, they don’t read every resume; they scan for keywords. Then they use software to screen for candidates that match certain query criteria; a single “no” takes a candidate out of the screening process. Finally, they’ll also “blacklist” candidates who have already applied and been rejected—even for other positions. This helps narrow the pool to the most qualified candidates. HR recruiters are experts in using all of these tactics to help you get the best job candidates.


HR recruiters shouldn’t be viewed as experts fulfilling one function and one function alone. Since recruiters are often posting jobs and interviewing candidates on your behalf, they can also help you give your company a little digital marketing boost. While you shouldn’t replace your ad department with recruiters, these HR professionals are representing your brand across various social media outlets as they interact with job-seekers. In doing so, they can help deliver messages about your company and what it is you do. And since HR recruiters often reach beyond the tried-and-true job-seeking networks, they can reach a wider audience as they disseminate your message. Since branding is important for any company seeking to hire top-tier talent, you should definitely take advantage of the opportunity.


Cultural fit is possibly the most important aspect of hiring a candidate. Yes, you want them to have the skills necessary for the role they’re about to step into—but skills can be honed. A cultural mismatch, on the other hand, is unlikely to go away; in fact, over time, it will likely lead to conflict and employee turnover. Whether a candidate who was a cultural mismatch with your firm quits now or later does not matter; it is likely to cause an unpleasant situation, and you’ll end up back at the start of the recruitment process.

Recruiters know companies are concerned about cultural fit, and they will fine tune their process to consider your corporate culture. It is not in the recruiter’s interests to pass along a candidate they know clashes with your corporate values, so they simply won’t. That can save your firm a lot of time and money, not to mention help you uphold your corporate values and culture.


There will likely be times when you have an open role, often for a senior-level position, that you need to fill—but you don’t want to tell anyone. That rules out posting the job via any of your usual networks. How do you find candidates then?

By reaching out to recruiters, of course. Recruiters often maintain networks of contacts with candidates they have worked with previously and with active job-seekers. They can connect with these candidates—even if the candidate is not actively looking for a new job—to find you the people with the skills you require and the cultural fit you desire. This is invaluable if the role in question requires a very rare and specific set of skills. A recruiter may be the only way to get the candidates you need.


Once you’ve selected the candidate for the role, you may think your recruiters have finished their job. That’s not necessarily the case; HR recruiters can help you with the process of onboarding and training your new staff member.

Felicia Smith

Felicia is the manager of human capital solutions at AugmentHR. With over six years of recruitment experience coupled with multi-faceted HR roles, Felicia is an expert in matching people with the right role and environment. She has worked in many different industries, including investment banking, HR consulting firms, medical, and commercial. Understanding people is one of her strengths, and she has recruited at every level, from directors, project managers, and engineers to operators and general labourers. Her ability to network and develop relationships has been a key tool to her success. With approximately two years of experience managing people and creating a positive work environment, Felicia’s diverse skill set makes her a well-rounded individual. Her business education and background help her identify different business needs and human capital solutions.

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