"Emotions Drive People, and People Drive Performance"
A third-party recruiter has an opportunity of building trusting relationship with quality candidates over time. They often work nights and weekends providing time to build trusting relationships with quality candidates. As a result, candidates will often be more transparent with a third-party recruiter in sharing their true motivations, as well as their likes and dislikes when it comes to choosing a prospective employer. This can help to detect red flags that may not be apparent to an employer in a job interview.
Candidates tend to be more willing to share their recent job search efforts with a third-party recruiter, including job other companies they are interviewing with and even what salary and benefits competing companies may be offering and that the quality candidate might require before considering an offer.
Not all the best candidates are actively looking for a new job. Recruitment firms call those candidates ‘passive talent’, and they take a little longer to find. A third-party recruiter is in a better position ethically to approach potential clients already working than a company looking to hire someone approaching another competitor's employee.
In the event a candidate does not complete their probationary period successfully a recruitment company will typically offer a 90-day guarantee, meaning that they will go to work finding a replacement at no charge to the employer.
Attracting, screening, and hiring new employees can be very time consuming. It can mean sifting through hundreds of resumes received to screen out only a handful of suitable candidates. Giving a third-party recruiter the heavy lifting frees up the employer's time to focus on what they do best; which is running their business.