Since I started working in the recruitment industry, I’ve noticed a significant shift in the make-up of the sector – the polarisation of company size.

Whereas once there were firms of all sizes, there has been a huge amount of consolidation. Now, the recruitment space is dominated by a few large generalists and a lot of small firms offering specialisation.

While many organisations might be drawn to working with a larger recruiter on the basis of their market share, larger recruitment companies will rarely be able to match the deep relationships that smaller firms can offer, particularly when it comes to highly specialised talent pools such as corporate affairs and communication.

So why should companies choose to work with a smaller specialist recruiter? Here are three of the most important reasons:

Strong candidate screening

The ability to provide the right candidates the first time is one of the main reasons that employers will approach a specialised recruitment firm. Working with a small firm that has expertise in a certain discipline means they will have likely hired for similar positions with other companies and will be able to provide a strong short list of candidates that matches a position.

A specialised firm is also likely to have a better idea of the broader trends affecting an industry, and can therefore find candidates that have the right background to suit a rapidly changing sector. This can give clients the peace of mind that the candidates put forward to them are really going to add value to their organisation.

Stronger relationship with candidates

For a niche field like corporate affairs recruitment, the pool of potential candidates is going to be small, making industry connections a much more important consideration. Developing these personal connections cannot be done automatically – it takes years of experience.

Securing the best person for a position isn’t just about finding them, recruiters will also need to develop a strong relationship with potential candidates if the process is going to be effective.

When a recruitment firm works exclusively in one space, they will often be approached directly by potential candidates who are looking for career advice and to get a sense of future opportunities.

These existing connections with potential candidates and contacts within the industry can make all of the difference when it comes to making the right hire.

Ownership structure that favours clients

In a privately owned recruitment firm, the focus of their services remains solely fixed on the client, not on shareholders. This means the level of service will have been tailored to the specific needs of the client, rather than being a generic option that has been built to provide shareholders with a healthy dividend.

So you can see that a small recruitment firm can offer a level of service and specialisation that cannot be matched by a large firm. By choosing a recruiter that specialises in the role you are hiring for, you can know that candidates have the right skills and background for your organisation.

By Josh Shein.