As a recruiter for 10+ years, I’ve interfaced with my share of pros and my share of hacks.
It goes without saying that any external partner you work with is going to reflect on your brand in some way.
But when it comes to choosing a recruiter, it’s particularly important to keep in mind that this professional may be the first person a potential candidate meets “from your company.”
When you vet a recruiter, there are a few key areas you want to explore:
How will they learn about your company, the roles you want to hire for and the reporting structures? Are they more interested in advertising positions via their firm or your brand? Choose someone who adds value to your employer branding and takes the time to get to know the details.
Do they use an ATS or CRM for contacting candidates and relaying information back and forth? How well do they seem to communicate? Who owns the sourcing and research data from the recruitment process?
What’s the recruiter’s process for following up with candidates? Choose someone who is confident about following up quickly with all candidates, not just the one you choose.
How do they help with candidate selection? Do they leave it to the hiring manager or offer pre-hire assessments to evaluate job fit? Are the assessment and reference check tools offered reliable and valid in predicting on-the-job success?
Does the contractual agreement motivate the recruiter to focus on making any placement, or the right placement?
The value a recruiter brings to your brand cannot be understated—if you choose the right recruiter.
It goes without saying that any external partner you work with is going to reflect on your brand in some way.
But when it comes to choosing a recruiter, it’s particularly important to keep in mind that this professional may be the first person a potential candidate meets “from your company.”
When you vet a recruiter, there are a few key areas you want to explore:
How will they learn about your company, the roles you want to hire for and the reporting structures? Are they more interested in advertising positions via their firm or your brand? Choose someone who adds value to your employer branding and takes the time to get to know the details. Do they use an ATS or CRM for contacting candidates and relaying information back and forth? How well do they seem to communicate? Who owns the sourcing and research data from the recruitment process? What’s the recruiter’s process for following up with candidates? Choose someone who is confident about following up quickly with all candidates, not just the one you choose. How do they help with candidate selection? Do they leave it to the hiring manager or offer pre-hire assessments to evaluate job fit? Are the assessment and reference check tools offered reliable and valid in predicting on-the-job success? Does the contractual agreement motivate the recruiter to focus on making any placement, or the right placement?The value a recruiter brings to your brand cannot be understated—if you choose the right recruiter.
