Paying placement fees can be budgeted, but perhaps not really justified in the mind of the hiring manager.  Your money can be wisely spent if you follow some of the suggestions listed below:

1. Before you add a Renoir recruiter to your team in your search for personnel, you should prepare a job description for the position.  Many false starts and unnecessary interviews can be avoided if you receive input from all the people who are responsible for personnel decision-making at your company.

2. A permanent recruiter has access to many resources you will not.  The recruiter is interviewing candidates on a daily basis, while you may do so only when the need arises.

3. There are many ways permanent recruiters can work with their clients on structuring fees:
   1. Straight percentage paid after the candidate has been located and hired, based on annual salary.  These fees usually have minimums and a cap of 30% of the annual salary;
   2. Retainers paid to recruiters for selected searches;
   3. Some recruiters go directly to the customer's site and do individual interviewing for an hourly fee.  The recruiter brings interviewing expertise and knowledge of legal issues to the client's interviewing process.

4. Do you think you have already found the employee you want, but you aren't sure if they have the skills required?  You can hire your candidate as a temporary through the recruiting agency while you try them out.

5. Finally, a good recruiter does not take it personally if you reject a candidate.  It is the recruiter's job to recruit until the right person is found.  However, the flip side is true too.  Good recruiters make smart matches and will go out of their way to be accommodating to clients that work cooperatively with them. 

These ideas may mean money in your pocket.  Think about your placement strategies carefully.

1. Don't order a temporary to replace every vacant desk.  Shift available personnel to fill the position.

2. Plan for the use of Renoir temporaries to smooth out the peaks and valleys of your staffing program.

3. Study areas where high turnover results from repetitive, quickly-learned duties and the lack of adequate advancement opportunities.

4. Use Renoir temporaries to replace employees on medical or family leaves.  This holds the position open for the "permanent" employee's return.

5. Special projects can often be better performed by Renoir employees without draining you of your full-time people resources.

6. Explore overtime costs to determine if the use of temporaries from Renoir could produce more alert workers at less cost.

7. Renoir temporaries can be the perfect answer to one-time or short-term projects such as inventory or the staffing of a convention booth.

8. Renoir temporaries can be effectively used while you search for the right full-time candidate.

9. Renoir employees can be transferred to your payroll when the right fit for a permanent position is there.  Chances are that some of your best employees will have started with you as a Renoir temporary.