Lots has been said about HR recruiters. Whether you love them or hate them, they are out there, and working with them can be advantageous for a business. While some of the advantages of working with recruiters should be fairly obvious, there are also plenty of lesser-known reasons that businesses should consider working with HR recruiters.


First and foremost, HR recruiters can help ensure that you are getting the best possible talent for any position in your business. Recruiters have many tactics and tools for weeding out unqualified candidates—a must in an age when a single job positing can elicit hundreds or thousands of applications. Furthermore, recruiters have wider webs and deeper connections; when you go fishing for a new recruit, the recruiter will be able to plumb depths you didn’t even know existed. Finally, recruiters will not pass along a candidate they don’t think fits with your corporate culture. What that means is that you are getting the best possible candidates each and every time you have a job opening.


There are jobs you may not want to post through a social media network; it’s not the kind of job you want to receive 1,000 applications for, and besides, do you want to tip everyone off that you’re looking for a new CEO or CFO? If not, you may be at a loss for how to get the word out about your search.

Enter HR recruiters. They can discreetly solicit interviews with qualified individuals for these sorts of positions. Better yet, they can get you access to passive candidates—people who aren’t necessarily actively searching the job market for a new position, but who may be a good fit for your firm nonetheless.


In talent acquisition, there’s a lot said about how the process should help a company brand itself to prospective employees. After all, you are communicating about your organization to a number of people who are interested in working for you. What do you want to tell them about your company and what you do? How do you want them to view you?

HR recruiters can help with getting your branding message across. While you may not necessarily want to fire the ad department and replace it with HR recruiters, you can give the recruiters a message to deliver when they are interacting with potential candidates and even unsuccessful job applicants. Many applicants will take this more seriously than PR-centric copy on your firm’s website. Since the recruiter is a third party—candidates expect them to be more open and honest about what your firm is really like.


Whether you’re engaged in talent acquisition or simple recruitment, you know that the process can be both time consuming and costly. Many firms outsource for those particular reasons; it’s simply not efficient or effective to do the work of searching for and hiring new employees in house. HR recruiters can help you there, too. These HR professionals are trained experts with vast knowledge, experience, and access to the latest tools. The breadth and depth of their networks allow them to source better candidates, while their expertise allows them to more swiftly sort through those 1,000 applications your job posting garnered through LinkedIn. That means the process can be completed in less time—and at a lower cost.

Better yet, since candidates are more likely to be the best possible match on several fronts, you won’t need to worry about the associated costs of onboarding and training, or restarting the search process should the new employee leave. In fact, HR recruiters can even help you with the training and onboarding process!

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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