Companies Using a Recruiter | Ideal Steps

1. COMPANIES WORKING WITH A RECRUITER I D E A L S T E P S

2. Most companies have internal recruiting capacity as part of their HR team. The larger the company the more resources they typically invest in an internal team. The one thing usually lacking is the ability to recruit for the difficult positions – executive leadership positions – highly compensated, specialty roles – confidential searches. This is when an external recruiter is needed and valuable.

3. F I N D I N G T H E R I G H T R E C R U I T I N G P A R T N E R Internal recruiters usually rely on posting positions online – on company websites, job boards and LinkedIn. One thing When the time comes to select an external recruiter, choose many don’t realize is posting a job is advertising, not recruiting. External recruiters are “headhunters,” meaning wisely. First it is important to find someone who is familiar they look specifically for the type of candidate required for with and has a broad candidate network in your industry. the position and do direct outreach. There are many While not mandatory it will allow them to gain traction more benefits to this including attracting “passive” candidates quickly. They will also already have a solid understanding of who were not necessarily looking to make a career change. the jargon and specifics of your market and they will know Passive candidates can make great hires because they are how to connect with candidates. “running to” something versus “running away” from a Next, make sure they are experienced and familiar with the job problem or a job they are dissatisfied with. This does not function. Again, this allows them to recognize the types of candidates mean active candidates do not make good hires. It means a that are the best fit. For example, if you’re recruiting sales reps it is targeted candidate search will provide you with more extremely helpful if the recruiter knows what to look for and how to options than simply posting a job to see who applies. effectively screen candidates.

4. H O W D O Y O U P A R T N E R W I T H A N E X T E R N A L R E C R U I T E R ? The first thing to address is the actual agreement. Most companies use contingency search agreements which are highly transactional in nature. With a contingency agreement the external recruiter is only paid a fee if they successfully fill the position. This causes them to behave in a very transactional way, meaning that they are likely to only work on positions they have a high probability of filling. When things get difficult, they will almost certainly move on to other positions that have a higher success rate. Retained agreements will create a high degree of commitment to the search process and also holds the recruiting partner accountable to completing the search. But retained agreements are expensive and mostly used in very high level, executive roles.

5. S U C C E S S F U L O U T C O M E S WHAT DO SUCCESSFUL OUTCOMES LOOK LIKE WHEN YOU HAVE A STRONG PARTNERSHIP WITH THE RECRUITER? For the company it means you will fill important positions For the candidate it will be a great experience. For the candidate you more quickly and efficiently. You will also increase the hire they will join your team feeling good about how you conducted likelihood of finding the best talent for your organization the process and be more likely to stay longer and prosper. There is because it is strategic and targeted towards your desired nothing worse than hiring someone who is frustrated with the way outcomes. they were hired and onboarded to your company. For the recruiter you will have a trusted resource who will want to do business with you again and likely be on the lookout for top talent proactively. For all the bad things you hear about recruiters (and there is a lot!) much of it is caused by a highly transactional engagement and process. Treating external recruiters with respect and ensuring their needs are met is creating good karma for everyone.

6. + THANK YOU! Y O U R H E A L T H I S O U R P R I O R I T Y .