Like most professions, there are countless recruiters to choose from when help is needed to fill a critical role in a business. An effective recruiting partner is one that will drive the best talent to your door, serve as a trusted advisor for your management team and expand your corporate branding to the passive talent pool. Companies should create a benchmark to measure which recruiters will maximize recruiting efficiencies and reduce hiring costs.
The following are a few guidelines to boost your recruiting platform and more effectively evaluate recruiting partnerships so you can avoid the “Black Hole.”
- A recruiting partner is much more than someone who finds you the talent. They are an ambassador as well as a reflection of your business to the talent pool. It is safe to say that a business doesn’t have just anyone selling their products or services, so why would a company settle for just anyone representing and selling the business to potential talent? Ask a potential recruiter for both client and candidate references. Make sure they have a track record in your industry and in the specific functional role.
- Use recruiters who have industry expertise, depth and a professional team. Once again, the recruiting firm is an ambassador for your business. Ask to meet the research staff and anyone else who will be involved in the search process. You have to look behind the curtain to clearly see the team that is working on your search. This investment of your time will save countless hours in the future. This meeting will tell the company very quickly if the recruiting firm is professional, as well as whether or not they have the capacity and expertise to successfully represent your business.
