You’re not ready to pay for a contingent or retained search. You decide you’d like to exhaust your network and post/advertise/distribute the role to see if you can generate enough candidates on your own. You're thinking it's not absolutely necessary for the candidate to come directly from your industry. Maybe you're a non-profit and search fees are just too scary for the organization's budget for the level you need to hire.

You barely have time to meet candidates, even if the perfect one walks in the door, much less the internal resources to narrow it down to the candidates you'd like to meet. It’s a catch 22; you need to make a hire but don’t have the proper time to devote, because you’re covering for the role. Your lean internal recruiting team is too busy looking for engineers or staff accountant roles that carry out the company’s primary mission.

What next? Hire Colosi Associates on an hourly basis to help you market the role better than other companies hiring the same role and to evaluate applicants.

We can’t guarantee a hire, but our search project management experience will reduce your risk of any one of the hundreds of preventable things that derail hiring.

Here's Why Hourly Consulting Is A Must-Consider:

1) Fresh, objective look at the role from your view and a potential candidate's view.

We would determine together what the highest priorities for success are in the role, as well as the attractions - from a candidate's view. Determining measurable goals and what must be done for success in the role is critical for guiding candidate evaluation. Your position profile must be compelling in the continuing super competitive candidate market. This isn’t a description of a person (i.e. 15 years of who-really-knows-exactly-what experience). Some people with 20 years experience haven't accomplished what some with 10 years have, for example.

The investment up front always pays off later in time not spent on applicants that just aren’t viable, or hiring the wrong person.

Hiring mistakes can cost up to 15 times salary. Don’t let this happen to you.

2) Knowing what the resume means

A very experienced recruiter compares each applicant to the thousands accumulated in his/her mind over many years.

Colosi synthesizes information and factors in nuances that someone who isn’t living and breathing recruiting 100% of the time would likely take longer to do and perhaps still not reach the right conclusion. What does an A Player look like on paper, for a starting point? We know a leader when we see one, if leadership is important for your role. It’s so much more than looking for key words!

The benefits of speed and judgment that an experienced recruiter brings are well worth the investment. It reminds me of why I call my IT guy. When I can't figure something out in 10 minutes, I call him. I don't want to spend hours when he usually knows the answer in a fraction of the time.

Hiring mistakes can cost 15 times salary. Don’t let this happen to you.

3) Screening within a few hours of receiving the application

You really can't wait a few days to engage a potential candidate. Applicants are likely active in the job market. You want to quickly identify any diamonds in the roughage. If you lose anyone, the posting or your other network sourcing efforts are wasted. You can stand out relative to other hiring companies in a significant way on just speed alone. 

Many hiring managers think they or their teams will have time to vet applicants, but that thought often turns out to be aspirational. The opportunity cost is great with all else on their plates. Spending just an hour or two here and there, or finding you can't focus on it at all for a few days or a week while you look after an emergency will seriously delay or derail making the hire.

4) Getting the most of a posting and your own networks

Colosi can help develop a position profile that markets your role effectively. It should clearly set you apart from other companies looking to hire the same talent. Have you investing the time to see how others companies are marketing their roles? Uh...probably not! Yes, it takes at least a few hours to develop an exceptionally written profile, just like any written communication. Posting or distributing a profile that doesn't position you well relative to your competition just starts you off behind the ball.

5) Applying knowledge of your culture

In a perfect world, you would work with a recruiter you've worked with before, who already knows your culture. However, there's always a first time to work with a recruiter. It's not always possible to engage hourly recruitment with a firm you've worked with before.

As long as the new recruiter listens well and spends the time to get to know you and your team, he/she should be successful for you. The recruiter who takes a deep interest in learning about your culture and listens to why you're searching for candidates will help you reduce the risk of a bad hire.

And as we know, hiring mistakes cost up to 15 times salary. Don’t let this happen to you!

6) Flushing out candidate concerns earlier

Candidates we don’t already know (as would come from your network or your posting) come to trust us quickly. We’re certain that they view our firm as having a measure of independence, even though we work for you. That ease of discussion and trust means candidates feel comfortable sharing details that ultimately impact whether they will join your team over their other opportunities. It's proven instrumental in making a hire.

7) Opportunity cost of DIY

Aren't there 1,000 other things that are the higher and better uses of your time, that you actually LIKE much better than recruiting project management?

Just saying....

Our finalist VP HR candidate for our large non-profit client mentioned how impressed she was at how we kept the project constantly moving, even moving fast. And, that we made sure she was informed and not left in some dark period with no information - that is the way to keep an A Player interested and to show that the Company takes hiring seriously.

Colosi's hourly recruiting is broader than our retained search focus of Finance and Human Resources. We can help with most functional areas, as well as Finance and HR roles that likely would not have gone to retained search anyway (e.g. Director of IT, Sales, mid level or staff accounting, planning and analysis). As long as we've invested the time to understand your highest priorities for the role and the candidate population is not scarce, hourly rate candidate evaluation is worth considering.

Do I need to add that hiring mistakes can cost 15 times salary? Talk to us to reduce the risk of the cost and disruption of a bad hire.