Why finding a Trusted Partner for recruitment in 2025 is critical to long term success
The role of a recruiter is no longer just about filling roles; it’s about preparing your organization to attract, qualify, and close talent effectively and quickly. It is selling your brand more now than ever. As competition for talent increases, organizations need to increase their focus on their hiring strategies. As companies struggle to fill roles effectively, the value of their recruitment team/partner will grow and accordingly their budgets should grow for this strategic recruitment function.
In 2025, hiring will become more complex and strategic. Candidate vetting is reaching new levels of importance. This one component could be the game changer. The ability to make great hires will become more complex and much more visible to leadership. We think 2025 will be a pivotal year for hiring and one in which talent acquisition professionals will really be able to distinguish themselves from others. Being able to deliver top talent effectively and efficiently will become a true competitive advantage for not only recruitment firms but more importantly for their clients.
It’s interesting to see how recruitment and human capital decisions are made within distributors and manufacturers. These decisions are vital for 2025. We often ask companies that say they have multiple recruiters, why do they work with multiple recruiters? Maybe their internal recruiter doesn’t understand the industry? Maybe they feel they need multiple firms searching for the same role to reduce “days to fill ratios” and add a perceived element of speed. Does the same company work with multiple accounting firms or law firms? Recruiting is right up there with one of the most important tasks their management team has. We believe that companies in 2025 must rethink the way they approach recruitment to be positioned for long term success.
We all know that a good business needs great people and great people distinguish your company from your competition. GRN Coastal can weed out and qualify candidates quickly…. based on years of experience.
At GRN Coastal, we have years of real-world industry and recruitment experience. We have over 35 years of real-world experience in distribution. We have always looked at recruitment as a vital activity for leadership. Every employee should essentially be a recruiting element to attract good people to your company. Every employee should be selling your brand not only to your customers but to potential candidates that could become your future foundation of success. But what happens when you have that hard to fill position that remains open for months? Our research shows that a company loses essentially $500 per day per open position.
We get calls from HR management when they have hard to fill positions that their internal recruiting team just hasn’t been able to fill. We thrive on those types of challenges!
We see 2025 as being a year where companies will become much more selective in their hiring process, and top talent will be in high demand, that same talent will have multiple choices. We also see where new positions that have not been traditional hires within distribution will now become a necessity within organizations. A lot of these roles revolve around technology. Having people on board that are familiar with AI tools, data analytics, e-commerce and tech stack development are becoming more frequent searches. These types of tough searches take expertise.
At GRN Coastal we welcome the challenge to fill hard to fill roles. Whether it be a typical inside sale, outside sales, branch management position or technical positions which revolve around industrial automation, lighting, switchgear, hydronics or other technical specialties as mentioned above, we have that expertise on board.
That’s where hiring a competent recruitment firm is critical. Here are some questions that you should ask in your selection process for your recruitment partner.
1. Does the recruiter that will be working on my assignment have real world expertise in the specific sector that your company works in? This is a critical first question to ask because you want a recruiter that speaks the language of the candidate in order to be able to qualify that candidates’ qualifications and to be able to differentiate your role from that of your competitors.
2. Has your firm filled similar roles within my industry if so, please provide references.
3. Ask the potential recruitment partner for a list of questions that they would ask the candidate on your behalf. This question list will clearly show you if the recruiter is qualified within your sector of business.
It really boils down to these three simple questions. It translates into the following: Is your recruiter and their firm qualified to do the search? It is not just about the firm’s process, it is about their recruiters expertise and track record filling similar roles. Creditability in 2025 should be driving your decision.
Therefore, just as you go through a selection process for an accounting firm or a law firm selecting a recruitment firm is very similar. Are they qualified in your area of need? There are plenty of recruiters out there, but recruiters that know your business, have worked in distribution or manufacturing, have been on job sites, have walked the plant floor are the difference makers. If they are industry insiders with years of recruiting expertise in your sector, they do a great job and are able to turn around a search and fill that position within 30 days Max, then you’ve made the right selection. You have found your trusted partner in 2025!
GRN Coastal is very involved and committed to the sectors we service, we are proud members of NAED, ISA, ASA and the recruitment partner for quality organizations such as Affiliated Distributors. We are industry insiders that know your business. We have the expertise you are looking for. We are the trusted partner that can play a strategic role in your hiring success.
For more information on the GRN coastal recruitment process and our qualifications, please contact us:
Chris Salvadore
Global Recruiters Network- Coastal
Director | Corporate Accounts and Research
csalvadore@grncoastal.com
508-330-5117 cell
