Tuesday, January 13, 2009

Why Do Companies Use a Recruiter?

Often people ask why companies use a recruiter. Here are some of the reasons why.
1. The company does not have a Human Resources department. While most large companies do have an HR department, many wineries are small operations. After hiring a General Manager, a Winemaker, a Sales and Marketing person and someone who is in charge of the Tasting Room, most wineries have the main managment positions filled. Then the responsibility gets put onto one of those manager's shoulders--while they still have their day to day work to do. While most winery professionals have experience in hiring, many don't enjoy doing it. Taking the time to post a job, go through the resumes, interview the top candidates and then perform references is very time consuming, and not something that they have time for. A recruiter does those functions for them, and presents the best candidates to them for their review.
2. The company requires confidentiality about the opening. Executive searches are often conducted when a company is planning to change the direction of the company, when a current executive is underperforming, or when a key executive is planning a departure. With a high profile management position, the health of a company is brought into question when an opening goes unfilled. Proactive companies want positions filled to prevent any undue attention. This is frequently when I work with wineries to find a new employee. Through my search services I can network with executives, advertise about the opening, and address questions and concerns that job seekers may have about the management change of the company.
3. A company needs to look at a broad spectrum of candidates. Several of the larger wine and spirits companies work with recruiters to make sure they are talking to all of the available qualified employees. Sometimes companies get a reputation of not hiring people from certain competitors or without a certain degree. When companies change directions, they sometimes need the input from people throughout the industry. By using a recruiter they can talk to some people who previously may have avoided submitting a resume to the company.
4. A company wants someone with a particular talent, but doesn't have the resources to recruit. When a special skill is required, the talent pool is much smaller than for a general experience level. To find the best and the brightest, research is required to find out who the qualified people are, and then who might be interested in the new position. HR departments aren't always equipped to do this, and smaller operations don't have the resources to do it. That's when a recruiter is contacted. Having the recruitment experience and contacts within the industry, I'm able to quickly ascertain who the right candidates are, and work to find who might be interested in looking at a new job opportunity.


kathyS said...


Are wine companies/industry folks open to people who are looking for a change in careers - or are they really true in looking at only experience /education /background in beverage/wine indust. Also how open are recruiters to this notion - what advice would you provide?
kathy s

Amy said...

I think wine companies are as receptive as other industries to look at people from other backgrounds. If you can show your skills in relation to the wine industry, and realize that you might have to take a more junior position than you've been in in the past, a winery would be receptive. Take a look at one of my 2008 postings, http://winetalent.blogspot.com/2008/11/how-best-to-make-and-industry-career.html about making an industry change. Also, here's another link from earlier in the year http://winetalent.blogspot.com/2008/03/blog-watch-how-to-get-job-in-wine.html. Thanks, Amy