So, how do you work best with a recruiter? I think there are a few basic principles.
- Make a time commitment upfront and meet with the recruiter. Allow them to learn all they can about the position you are hiring for, as well as about your company and you. Understanding a hiring manager's background and how the future employee will fit into the organization is crucial for a successful recruitment
- Take some time to map out what you need in the new employee, what the responsibilities of the position are, and what an ideal candidate's profile would be. While this may seem like something a recruiter could figure out, gaining your perspective on the ideal hire helps steer the recruitment in the right direction.
- Ok, I have to say it, have reasonable expectations. If you are hiring a high level executive for a key spot in your organization, it may take longer than 4 weeks to find the ideal person. Take a peek at salary surveys to see if your proposed salary will be competitive in the market. There are a lot of variables to consider, but being realistic and flexible will allow a smoother recruitment
- Be available. If a recruiter has a great candidate but can't get any feedback from you, the candidate may get another offer before you even think about interviewing them. Being available can also include being flexible about interviewing in off-hours and taking calls or checking emails when you are able to.
- Ask questions. If you want to find out how the recruitment is going since you haven't heard from your recruiter in awhile, call. If a candidate looks great on paper and you want to get some perspective on the person's background, call the recruiter to see what they know about the candidate. Recruiters are talking to the candidates they submit frequently, and may have a quick answer to a specific concern. If your recruiter doesn't know the answer, they can talk with the candidate and get back to you with the information. Some quick questions and answers can save you time that would have been wasted on fruitless interviews.
- Give feedback. If you don't like the set of resumes you are receiving, let your recruiter know what is missing. Sometimes what comes across in the first meeting with a recruiter may cause the wrong skill sets to be presented. Tweaking the requirements of the position may quickly bring you spot-on candidates, one of which will end up being your great employee. Even if you can't put a specific quality on your feedback, be open about your hesitations or concerns. Recruiting isn't simply putting skilled employees at the right job, but also making a satisfactory match of a person's soft skills. This isn't always quantifiable, but completely understandable to your recruiter.
- Keep your recruiter informed. It is easy during the hiring process to gain a closer relationship with the future hire than the recruiter has. You want this--this person will soon be working closely with you and your staff. But let your recruiter know how things are progressing. If you have talked about salary, benefits or potential start dates--update your searcher. This is helpful for us recruiters to know how the search is progressing, but also for you. If we know that salary was discussed, we can talk to the candidate about where the negotiation stands. Sometimes sticky situations can be averted by a recruiter simply talking things out in a neutral setting.
- Get guidance. If you are not sure your bonus program is up to industry standards, talk to your recruiter for their insight. If you aren't sure what type of educational background would be best for a production management position, your recruiter can say what the profiles are of other people in similar positions. Recruiters deal with this type of stuff all day, every day. We know you are working on different issues at the company, and interviewing and hiring is something you don't do often. Your recruiter can offer som insight in how similar situations have been handled, and offer you ideas on how to handle them.
- Keep us informed, even after the start date. I love to get a fill, and am so thrilled for both the new hire and the employer. Often the first few weeks are a time of transition for the new employee and client. We recruiters understand, and want to allow you to get things in order quickly. But once the new employee is settled in, let us know how things are going. When we recruit on a position, we understand what the company is looking for, and some of the upcoming projects and changes involved. It's interesting to learn how things progress. Forming relationships with both clients and candidates is something recruiters like to do, so keeping in contact is always rewarding for a recruiter.
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