Why Latro?

 

The following are some of the reasons that make Latro Consulting the logical choice for companies and candidates.

In the simplest of terms – WE RECRUIT!

 

Every company needs one covert assault team (a SWAT team, Navy SEALS, DELTA Force type team) who works outside the conventional competitive limitations.  One team that you say, “I don’t care how or where you get him or her…just bring me the best!”…Latro Consulting is that firm.

 

At Latro Consulting, we are not in the business of managing internet job boards, job postings and advertisements in professional publications or newspapers.  It is our experience, that the majority of our clients can and are doing all the above.  Our clients do not pay us to do something they are already doing.  Our clients pay us to find the candidates they cannot find and the candidates who are not identified by the above methods.

 

The vast majority of the candidates recruited and represented by Latro Consulting are not looking to make a change when we make our initial calls.  Very few have a resume prepared at the time of our call.

 

Latro Consulting will typically present fewer candidates than other firms, but we routinely have a significantly higher presentation to hire ratio.  We deploy a process based recruiting methodology custom tailored to the specific needs and parameters of each client.

 

In order for our process to yield the maximum results for you and your company, it is critical that we both invest sufficient time up front.  This will allow the Latro team to have a clear understanding of the specific parameters and the uniqueness of each search.  This initial investment will pay significant long-term dividends.

 

We operate by a very specific vision, purpose and commitments that define and direct the relationship Latro Consulting has forged with our clients, our candidates and our internal team members.  On behalf of the entire Latro Consulting team, we look forward to working with you and being an integral part of your success.

 

War for Talent

 

There are many companies that think they can get the same results from an in-house “recruiter” or “recruiting team” as can be yielded from a third party professional recruiting firm.  The following discusses a few of the reasons why in-house recruiters are losing the war for talent. 

 

Please take the time to review the information below and especially the article by Kevin Wheeler, “5 Essential Recruiter Skills” before you decide to “go it on your own.”

 

The in-house recruiter and the third party professional recruiter are very different individuals with very different missions.  I will not try to categorize all in-house recruiters, but I feel very qualified to discuss most successful professional recruiters.  As a point of clarification, when using the term “professional recruiter” I am referring to someone who actually recruits – someone who researches companies, follows industry trends, makes phone calls, builds relationships, qualifies candidates and is a true recruiting professional.  Not someone who thinks managing job postings is recruiting. 

 

Let’s start with compensation.  Professional recruiters operate as a freestanding profit center with no (or a very small) base pay.  If they have a base pay, it is a draw against future commissions.  Quality professional recruiters have some of the highest annual earnings in the country.  Averaging $90,000 to $150,000 per year.  Some will exceed $250,000 per year and more.  Because of the above compensation structure, professional recruiters do not have the luxury of involving themselves in activities that do not yield results for their client companies – the companies who pay the recruiting fees.  Therefore, it is critical for them to represent and present candidates who can be hired, not just interviewed. 

 

Professional recruiters have another advantage over in-house recruiters, limited corporate bureaucracy.  By design, most professional recruiting firms are small (less that 30 team members – averaging 5-10), nimble and flexible.  A professional recruiter can make midcourse corrections to better service a client’s needs without getting permission from the corporate hierarchy to implement.  The success of the firm as a whole and each individual recruiter is based upon presenting the types of candidates you will hire.  Therefore, personal and professional autonomy goes with the territory.

 

Often times, companies make the mistake of hiring someone with a human resources background for a corporate recruiting role.  Recruiters are not HR professionals and HR professionals are not recruiters.  Professional recruiters do not perform HR functions and most HR professionals do not recruit as described above.  Professional recruiters possess a very different skill set.  A skill set which is required to be successful as a recruiter – not as an HR professional.  Please see Ken Wheeler’s article below for more details.

 

In summary, if someone can actually recruit qualified candidates, find quality companies to hire those candidates, embraces the personal and professional autonomy within most recruiting firms, wants a six-figure income (and is willing to work for it) with unlimited upside earning potential and enjoys a corporate structure with limit bureaucracy – why would they take a position as an in-house recruiter for a corporation?

 

Most companies cannot attract this type of person because they are such a mismatch to the typical corporate structure, culture and way of doing business.  However, if you want to hire an in-house recruiter who can produce the results that a professional recruiter can, this is the type of person you need to hire.  Unfortunately, most of these professionals are working for the firms that are taking your best people or trying to earn your business and make more money than you can get your hierarchy to pay.  If you are actually able to hire someone who has the skills and can do the job described here, stay out of their way and let them do it – you have hired a keeper.  If you cannot hire that person, please consider giving Latro Consulting a call.