Partnering with a recruiter can be a game-changer when it comes to finding the perfect additions to your team. However, if you're not careful, it can also turn into a frustrating experience. Picking the wrong recruiter might leave you wading through countless below standard CVs from candidates who barely fit the bill. You could end up spending days interviewing these applicants, only to discover that none are quite right, even if they tick some of the boxes.
The other key factor to consider, is by operating on a success-fee model, you only pay when the ideal candidate is placed, eliminating upfront costs. Moreover, recruiters bring a wealth of industry expertise and access to a vast network of qualified professionals. Their deep knowledge of specific roles and markets enables them to efficiently identify and attract top-tier candidates, saving you valuable time and resources.
To help you navigate the process of working with a recruiter, here are three key expectations you should have from the best.
Industry Expertise
You need a recruiter who understands the sector and has recruited for the specialist roles you are looking to fill. Picture this: a recruiter is trying to fill a CRM Planner position for you but has no real experience working on CRM or data roles and doesn’t even understand the role a Planner. It's unlikely they'll have access to the high-calibre specialist talent that can drive your business forward. Just as job seekers expect their recruitment consultants to be knowledgeable, you, as a hiring manager, should look for a recruitment agency and a consultant with a solid reputation and a proven track record in your industry, recruiting for your kind of roles.
Before you commit to a recruiter, check out their experience with roles similar to what you’re looking for. Ideally, they’ve worked in the sector themselves and understand the specific skills and experiences needed. This knowledge can significantly increase the odds of getting the right candidates, saving you both time and money.
A Relationship Builder
A great recruitment consultant will take the time to understand you and your company, ensuring they find candidates who fit both the job and your company culture. They should visit your office and spend time getting to know what makes your organisation unique. The goal is to find candidates who not only have the right experience but also mesh well with your team’s dynamics.
Do they talk to candidates about their career goals and preferred work environments? Do they have a strong, recurring candidate base? These factors can indicate whether the recruiter builds lasting relationships with candidates who value their expertise.
Clear and honest two-way communication
A productive partnership with a recruiter hinges on clear and honest two-way communication. Your recruiter should be able to articulate in sharing their impressions of the candidates with and can provide insights on everything from presentation skills to personality traits. Expect your recruiter to send you a curated list of CVs, each accompanied with notes explaining why those candidates are ideal for the role. This approach streamlines your process, allowing you to focus on a select top candidates rather than wading through a sea of applications.
In turn making sure they have a comprehensive briefing about the role, the team, and the ideal candidate’s attributes ensures recruiter knows exactly the type of person they are looking for. As well as being able to give a really strong picture of your company to potential hires.
Regular updates from your recruiter are a must, even if they haven’t found the perfect candidate yet. Seasoned consultants can also advise on candidates’ potential, helping you make informed decisions even if a candidate isn’t a perfect match at first glance.
Over time, this trust will grow as you see the results of their efforts.
Having the right recruitment partner is essential for your company’s success. Look for someone who invests time in understanding both you and their candidates, and who you can rely on for your long-term hiring needs.
Need a trusted and established recruitment partner for your marketing roles? Contact Sarah Bloomfield or Becky Postlethwaite at Direct Recruitment.