Employers have many choices in selecting an outside recruiter to assist them in finding qualified candidates for open positions. A recruiter may work for one of a variety of entities including an independently-owned firm or a publicly-owned firm. Today, my post focuses on selecting an independent recruiter from an employer’s viewpoint.
If you, as an employer, decide to hire an independent recruiting firm, consider the following 5 points before you invest time in the relationship (assume you are looking for a recruiter focusing on contingency recruitment):
1. Recruiting Experience
For how long has the person been working as a recruiter? Is the person committed to the area of recruiting? Is the individual interested in professional development? Does the recruiter have any professional credentials from the recruiting industry association in the recruiter’s country of operation?
2. Knowledge and Capabilities
Does the recruiter’s knowledge and capabilities match those of your company? Is the recruiter familiar with your industry? Is the recruiter able to assist you in finding all the candidates you need or only those in certain niches? Does the recruiter work for a recruiting firm that offers additional services your firm could use including contract and temporary services, background checking, employee leasing, psychometric testing, and HR consulting?
3. Geographical Reach
Does the recruiter have the ability to meet your geographical needs? For example, if you have locations around the world, does the recruiter have an informal or formal network of recruiters that can assist the recruiter in international searches? Remember, a well-connected small firm is just as capable as a franchise with locations around the world.
Before you actually work with a recruiter, you will need to follow your instincts regarding integrity. One idea is to find out if the recruiting firm or recruiter is a member of an association or network that has a selective membership process.
As always, this goes both ways. Are the recruiter and you in agreement as to your levels of involvement in finding a candidate for an open position? Are you each interested in a long-term relationship or a short-term relationship? Will the recruiter continue as your account manager after the position is filled or will a different account manager be assigned who you will need to re-educate on your firm and industry? Is the recruiter committed to spending time on finding you qualified candidates for your open positions? Are you willing to connect the recruiter with the hiring manager to increase the likelihood of a successful hire? Are you both willing to communicate regularly to keep each other informed about the status of the search? It is essential that you and the recruiter each have a clear understanding of what is expected from each other.
Next time you need to hire an independent recruiter to assist you in finding a candidate for an open position, consider these five points. Are there any other considerations you have found to be important when hiring an independent recruiter?