7 Secrets to Managing Your Recruiter

One of the biggest issues, for companies and candidates, is about managing expectations while working with a recruiter. 

Seven Secrets to Managing Your Recruiter is a great set of questions that will help you gain a better understanding about how to work more efficiently and effectively with any recruiter. These questions will help level the playing field, so that the company or the candidate can actually help "Raise the Recruiting Bar" to hold recruiters accountable and to a higher standard.

1. What kind of recruiter are you - Contingency or Retained? 

Knowing the type of recruiter will help you understand a few behaviors. Contingency search is very competitive, matching database candidates with open job listings. Retained is dedicated to finding a particular skill set, talent, leadership and fit for an organization.

2. Do you give a guarantee?

If yes, ask How long? The longer the guarantee – the better. There is a vested interest to make sure the project is completed successfull and to everyone's satisfaction. Retained search guarantees are typically longer than contingency.

3. Who will manage the search process?

Determine who will actually conduct the search, who will provide regular progress reports and who will work with the hiring manager to ensure accuracy.

4. Have you developed a Success Profile™ for the position that goes beyond a generic job description?

Find out what the expectations are for this position for the next 12-18 months. Defined goals will help manage expectations. We develop a Fast-Forward Resume™ that clearly identifies the key accomplishments.

5. Will you visit the facility where the position will be located?

Will they actually walked around and meet some of the people. Ask the recruiter to characterize his/her impressions about the company.

6. What individuals will have access to resumes?

Get names & titles. Make sure resumes are forwarded with permission from candidates. Ask what precautions are in place to make sure candidates are not compromised.

7. How long have you been doing recruiting?

Just because they come from a well-known firm, doesn’t mean they know what they’re doing. We are not aware of a Bachelors Degree in Recruiting. Being a recruiter savvy professional means being able to tell if the recruiter is someone who truly understands your company, the needs of the position and how to help you and the candidate make a wise choice.

Be a reporter – ask: Who, What, When and How?

• Who will communicate with candidates about the process? Beginning, middle and end?

• Who manaages the close process?  Will the recruiter make the offer or will the company?

• What resources will be dedicated to fill this position?

• When will you begin presenting candidates?

• How does the interview process work for you and your boss?- face-to-face, presentation of candidates for 2^ndand 3^rd  interviews?

• How does the position majorly impact the company?

And make sure the recruiter makes an effort to find out as much about the working environment as possible.

More detail and presentations are available upon request...ask us!