6 ways to get the best out of your Recruiter
It may surprise you or seem a little strange that I use recruitment consultancies when looking for a new member of the team. Why? I’m meant to be an ‘expert’ in recruitment… Well the fact is that when partnered properly they can genuinely save you time and ultimately, money if they’re managed correctly. Put simply the best way to do this is; respect, inform, engage and value them.
Posted by Alex Robinson, PR and Digital Recruiter, Monday June 29 2015
It may surprise you or seem a little strange that I use recruitment agencies when looking for a new member of the team. Why? I’m meant to be an ‘expert’ in recruitment… Well the fact is that when partnered properly they can genuinely save you time and ultimately, money if they’re managed correctly. Put simply the best way to do this is; respect, inform, engage and value them.
To expand on the above, here are my top tips to get the most out of your recruitment partner:
- Approach them without prejudice. A lot of people have had bad experiences with recruitment agencies in the past whether that is as a candidate or a client however that is probably the same with every single service provider you’ve been in contact with previously too; hotels, hospitals, restaurants and so on… The reality is that there is a wide range of service levels out there no matter the industry however it’s common in recruitment to be treated like a ‘wide boy’, throw away, hit and run service offering. If this is your mind set when approaching recruitment agencies then it’s likely to only attract those types of recruitment companies that disappointingly do exist still. To attract the best service providers the above is essential to keep in mind, I will certainly not do business with a company that doesn’t respect that fact there is a chance we could be different from bad experiences they’ve had in the past. Also, as making placements is very much related to the amount of time and effort the consultant puts into the project, making them feel cheap and unwanted is unlikely to inspire them to go that extra mile that could possibly fill your role. After all, who wants to bust a gut for someone that; doesn’t respect them, doesn’t seem to like them or seems to look down on them..?
- Understand we’re all on the same side. Remember, typically recruiters only get paid when they place the role. Or in other words, give you exactly what you want. Ask yourself; is this the same with the product or service your deliver? It’s not a battle between your opinion and theirs. You know what you want as the client and this should be respected by the recruiter however getting defensive when your recruiter asks questions and probes is not giving them the valuable chance to refine the process nor is it giving them the chance to live up to their title and consult you.
- Give them all the information they need and then some. Helping your recruiter by giving all the information and answering all questions they ask, INCLUDING FEEDBACK after interviews or introductions is the best way to help them refine their process and deliver what you want. Recruiters are constantly transferring information like a broker so saving time for them saves time for you, ultimately; reducing cost for you and the recruiter. If they don’t have the info they need not only will it increase the ratios (typically CVs to interview -you want these low) as a client you will soon fall down their list of priorities if they can’t understand how to help or who to look for.
- Understand there is a charge for a recruiter’s service, pay them above the market rate, and make sure they know that’s what you’re doing. The ‘price’ of using a recruiter is available to you upfront before instructing them on a payment on results model so have a look at them first so you can measure against their service. If you’ve compared recruitment providers (which I’d advise you to do), pay the recruiter you’re going to use above the market rate but be sure to make sure to make a deal of it. To get the best result in recruitment you must; be committed, allocate the right amount of time for the search and invest accordingly. You want to be first in any recruiter’s mind, top of their inbox, pinned on the wall as their ‘hottest’ client - not only for the information you have provided about the role and how easy you are to work for but also for how well you’re going reward your suppliers for the work they put in.
- Set clear black and white boundaries, give commitment. Think about what you’re looking for and give commitment to a recruiter that you will interview and provide feedback on that profile of candidate. A common frustration for recruiters is where clients don’t have tangibles that they can interview a potential candidate against. An easy to understand tangible framework gives your recruiter confidence they will be able to book in an interview to move the process forward incentivises more than you know.
- Ask them questions and never assume. If you’re a good recruitment consultant then you’re an expert and transferring information but you don’t make any decisions, with this in mind make sure you tap into this info. Recruiters typically save time by taking the shortest route to success however on doing this there might be valuable information only relevant to you that can help you that have not been mentioned. Like most things in life assumption is the devil, there are so many aspects to a recruitment process, practically let alone emotively, that has an effect on the outcome so to assuming anything is not advisable as it only leaves you open to losing control of the process.
If you'd like to discuss your recruitment requirements with a member of our team then please feel free to get in touch. As an agency, Reuben Sinclair works specifically within sales, marketing, PR and digital recruitment but we're more than happy to advise you of your recruitment processes even if you're not within our specialist areas.
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