Partnering with a Search Firm
Clients hire recruiters for one reason. They are faster and more efficient at finding top talent within the industry; than using an HR staff, placing classified ads or posting jobs on the internet.
A good recruiting firm should not only be able to refer candidates with the accomplishments and experience that match the position, but also possess the personality that fits well with an organization’s culture.
- Search process
Determine the recruiter's search process to ensure they will explore not only measurable attributes, such as experience and skills, but also intangible qualities, such as focus, communication/people skills, intellect and passion. More ground work by the recruiter means less of your time spent in pointless interviews.
- Reliability
If the search firm can provide fast, satisfying service, you will be able to rely on them for all of your outside recruiting needs. Having a single recruiting source reduces or eliminates duplication of effort on your part.
- Closing the Deal
One of the most valuable and important services a firm can provide you is their involvement in the negotiations and offer stage of a search. The firm should provide you with complete and detailed information as to the candidate's current compensation. They should then take the time to help you put together a new compensation package that makes sense.
- Follow up
The amount of attention and follow-up a consultant pays to a placed candidate will vary from firm to firm. Be sure the firm works with you to transition the new employee into your culture and helps with the inevitable hurdles along the way. The extent to which the client and the recruiter work together as a team will directly affect the timeliness and, ultimately, the success of the search process.
The following recommendations offer positive partnering skills for both the search firm and the client.
Client- Make a commitment to the search firm you've selected. A meaningful working relationship is appreciated and is more beneficial.
- Be honest and realistic in defining the requirements for both the position and the candidate.
- Make an effort to be readily available - don't miss out on a candidate who may be the "perfect fit".
- Let the hiring manager and the recruiter work closely together to establish cultural needs as well as position description. The candidate must possess the personality profile that fits the client's methods, structure and culture on top of merely meeting the specifications of the job.
- Be considerate of the recruiter's time. Do not pretend to be serious about hiring if you are not.
- Respect the recruiter's expertise. They know the job market and they know what is attainable and what is not.
- Respect the scope of the client's request. Do not assume that you will be retained for every job opening the client needs to fill.
- Be honest about your candidate's qualifications. Don't embellish a candidate's profile. If they aren't highly qualified for the job, don't consider them.
- Be aggressive and persistent Go the extra mile to find candidates that others didn't know existed. Use your network of contacts to seek out candidates that are not necessarily on the market.
- Respect the client's hiring procedures. If they are reasonable, work with them. If you simply cannot live with the way they work, get out of the relationship - don't waste their time or yours.
- Know your limits. If the scope of the search is out of your area of expertise, be truthful and don't make false promises.
- Earn the trust of your client. Be ethical and thorough in your search process and don't waste the client's time with pointless interviews.