There are indeed many advantages of recruiting firms. The website of any recruitment agency describes in detail all the advantages of working with recruiters in general and with this office in particular. But usually these are faceless and already well-worn definitions by marketers - professionalism, individual approach, large databases of applicants, guarantees, confidentiality.
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1. Search without unnecessary noise
Recruiting a new employee is a delicate matter and not always the manager can make it public. Firstly, you don't want premature rumors to spread within the company about hiring a new person (especially to replace someone who is still working). Secondly, it is not necessary for competitors to know about personnel changes or turnover in the organization. Unfortunately, when an employer starts searching for employees on their own, they are forced to "light up" the company name and all contacts in the advertisement. 
This can lead to problems both within the company and on the external front – especially when it comes to «headhunting», when the manager wants to lure some super-specialist from a competing company. There can be only one way out here – to act on behalf of a recruitment agency and not disclose their data in public job advertisements. The recruitment company, adhering to a confidentiality agreement, will refer to their contacts both in the job advertisement and in the initial interviews with applicants. The employer will remain incognito, and therefore their reputation.
2. Panic Mode Selection
Situation: the accountant said «goodbye-sorry» to the manager on the eve of the quarterly report – a catastrophic case from the category of «ah, we’re all going to die!». Time is short, and you need to find a new specialist as soon as possible, and also have time to familiarize him with all the nuances. Try to search on your own? If time permits, you could try, but when the vacancy is «on fire», it is unlikely that a prudent employer will take risks – the probability of making a mistake and increasing the search time is too high. Most likely, the choice will be made in favor of cooperation with a recruitment agency.
And this is reasonable, because one of the advantages of professional recruiters is speed. KA specialists have processed hundreds of similar orders during their careers, know all the algorithms of actions, act according to a clear plan, use best practices and the most modern methods and tests. In the case of a burning vacancy, this is exactly what is needed.
3. When you need an exclusive
Even if the employer somehow copes with the selection of line personnel himself, the appearance of a complex vacancy for a unique, rare kind of specialist can put him in a dead end. For example, when a new line of some specific production is opened and a professional with experience working with similar equipment is needed. Or the open vacancy involves such unusual functionality that it is even difficult to understand which profession it should be attributed to and who to look for - this happens. And it also happens that there are few specialists in a particular region and it is necessary to search in other cities.
All of the above situations are a reason to contact a recruiting company that has access to various professional communities, knows where rare specialists are found, expands its network of contacts and useful acquaintances, and has offices in other regions.
4. Psychology is a delicate matter.
When hiring a person, they are evaluated not only by their knowledge and skills, but also by their emotional and personal characteristics. This psychological aspect is very important, because if an employee does not fit into the corporate culture of the organization, he will not stay there for a long time. Moreover, there are often so-called "latent inadequacies" - this is when at first glance the applicant looks like a normal person, but during work it suddenly turns out that he is a bit of a jerk. Unfortunately, it is quite difficult to identify the psychological stability of the applicant in just one meeting. But professional recruiters read the "face and morals" of the applicant at once!
This does not mean that every employee of a recruitment agency is a psychologist with crusts. Recruiters simply have a lot of tests and other methods of assessing the personal qualities of candidates at their disposal. So, after the first meeting, a recruitment specialist can conclude how comfortable his interlocutor is, whether he will make friends with the team, whether the manager will be comfortable working with such a person and vice versa.
5. Recruiting with savings
At first glance, it seems that the services of a recruitment agency are unreasonably expensive. But, oddly enough, employers turn to a recruitment company precisely to save money. It's very simple: as a rule, a manager's time is expensive, every hour is worth its weight in gold. By the way, this also applies to HR managers who are overloaded with HR matters. It turns out that by outsourcing the function of recruiting employees, you can earn much more.
Resume analysis, calling applicants, interviews, testing, selecting finalists based on the results of the competition, and final selection. All these stages are real time-consuming, and if you approach them unprofessionally, you can end up getting bogged down in the recruiting routine and never achieve the final result.
To understand whether and how profitable cooperation with KA will be for you, you will have to turn to the numbers. The agency charges from 10% to 15% of his annual salary for searching for an employee, while searching quickly and efficiently (if, of course, you contact the right agency). Now calculate how much your time is worth, which you will spend on recruiting instead of fulfilling your duties. These are lost benefits that could have been achieved if you had not engaged in amateur recruiting with a very dubious result. Add to these "oversights" also the benefits that a specialist who quickly and timely selected an agency could have provided.
All these factors clearly explain why employers choose recruiting companies, and not try to select personnel themselves. In fact, there are even more reasons - starting from the large databases that agencies have, and ending with the personal business connections of each recruiter. So, should you still search yourself or spend money on a third-party recruiter? It all depends on the specific case: just compare the costs and benefits that this or that solution will bring, and you will make the right choice.
