A recruitment partnership can be an excellent and efficient way to find talented employees, especially in this market, but it's important to make sure you get the most out of the relationship now, and into the future.  Here are our 10 tips to help you maximise your recruitment partnership.

1. Great expectations

Before you start working with a recruitment partner, make sure you know what type of employee you're looking for, what your process will be, and how likely the skills are to find. It can be very easy to have a vision of finding the 'perfect candidate' but perhaps in reality such a unicorn doesn't readily exist. Be realistic about the skills you absolutely need, and what can be learned on the job.

Your recruitment partner should be clear on the brief of what you're looking for, and what the process will be. If a direct-to-market approach has not worked for an internal team it will likely be a recruiter's networks and known contacts that will yield results. These may include candidates who are not 'on the market' as such, but who are open to a conversation, and that can require a very different approach to an active candidate who has come directly to you.

It's also critical to be transparent about your company's culture and values. A good recruiter will want to know this, along with any challenges in the role and company overall so they can effectively sell your business and the opportunity to potential candidates.

Is there a gender balance to consider? What are the team's objectives? What are the current strengths and limitations of the group? What talents does this individual have that might help the team achieve its goals? What are the 'nice to haves' versus the 'must haves' and what skills or experience could you forgo and have learned on the job?

2. Communication is key

Once you've started working with a recruitment partner, keep the lines of communication open. Make sure you provide timely feedback on the candidates sent to you, so they can continue to refine their search. If you're not happy with the candidates you're being sent, don't be afraid to say so. It's important to be honest with your recruiter, so they can continue to improve their service. Be constructive and specific about what you like and what you don't about a candidates’ profile.

On the flip side, if you're happy with a candidate put forward by the recruitment partner, let them know as soon as possible. The current recruitment market is very competitive, and if you wait too long to decide, you may lose out on the candidate, and if you need to keep a candidate 'warm' let them know too.

No news is not good news in the eyes of a recruiter. To manage multiple stakeholders effectively, keep your recruiter posted on where your thoughts are at. Your recruiter should welcome the feedback and be understanding and respectful of your thoughts.

3. What can you offer?

It's important to be clear with your recruitment partner about what your business can and can't offer its new employees. If you're only able to offer a certain salary let them know upfront so they can work within your budget. If you can't offer parking or flexible working arrangements or if you need someone who is required to work over holiday periods - again, let them know sooner rather than later.

A good recruiter should always ask a lot of questions. Be patient with their attempts to discover as much about your team and business as possible so they are armed with enough information to pass on to potential candidates and present your business favourably.

4. Know the value of a great recruiter

Your recruitment partner is there to assist you in sourcing the best talent available for your business in the quickest time possible. Good recruiters will go the extra mile to ensure success and deliver for their clients, but most good recruiters are also in high demand and have a portfolio of roles to work on. If you can't commit time to your recruiter and/or hope to get reduced pricing for a difficult role, unfortunately, you probably won't get the attention your role needs.

Similarly, employing a recruiter purely as a benchmarking tool is detrimental to all parties, can be brand-damaging, and does not help create a mutually sound relationship. Respected recruiters are always happy to share their knowledge of the market so it's best to open a conversation before engaging in a full process.

5. Be respectful of each other’s time

When selecting a recruiting partner, keep in mind that they are not your competition. They're more of an extension of yourself, your business, and your brand than anything else. Good recruiters will want to work efficiently and not spend months working on the same role and are mindful of your time and desire to have the role filled asap.

The more you can provide them with information upfront and communicate swiftly along the process the better positioned they will be to deliver. While changing directions and the scope of requirements is sometimes unavoidable, doing so might significantly slow down a process and upset candidates along the way.

6. Trust your recruiter

When you can trust and value their view, you will know that you've found the right recruitment partner. You may need to trust that they have identified a suitable candidate for the position even if he or she does not appear to be perfect on paper.

Recruiters who have a lot of experience, and who are well networked in the market know what to look for in a candidate and often have good word of mouth regarding an individual. If they recommend someone, it's because they believe that person will be a good fit for the job and have assessed them accordingly.

Of course, you should always do your own due diligence and meet the candidates before making a final decision, but it's important not to rule someone out on a shortlist if the recruiter can justify why they have put them forward even if they don't tick every box.

7. Collaborate - it's a team effort

Whenever possible, collaborate with your recruitment partner. Help them to position your business in the best possible light, be sure to share any marketing materials, and advise them of all the perks and benefits your company offers. Your recruiter is ultimately 'telling the story of your business and the role' so it should be compelling, detailed, and genuine.

Think bigger picture - your recruiter may have presented a candidate who is a great fit for your company but maybe not 100% what you're looking for, perhaps it could be worthwhile to see if there are any other positions within your organisation that they might be the right match for.

8. Keep things organised and on schedule

Your recruitment partner will be working with a lot of different candidates (and not just those he/she has put forward), so it's important to keep things organised. Make sure you have a system in place for tracking applications and keeping track of the progress of each candidate. This will help your recruiter stay organised and efficient, and it will also help you make better decisions about which candidates to pursue and which you are ready to rule out.

The last thing you want is for the recruitment process to drag on for months, causing frustration on both sides. Keep interviews scheduled close together where possible, and always let your recruiter know about any annual leave or absences that may cause delays so they can manage the candidates correctly. Likewise, if your company wants to do any psychometric testing or compliance checks that may take some time to turn around. Discuss your expectations around timelines early on and take the full end-to-end process into account.

9. All in good time

Some recruitment processes are fast, and some take longer, our advice is always to be patient and be flexible. Your recruitment partner is working hard to find the best candidates for your organisation, so whilst you may want your new employee yesterday unrealistic timelines any lack of compromise may mean an even longer process. Your recruiter will understand your new hire is urgent particularly if you have already tried for a few weeks directly so by taking the time to give them a clear and detailed brief they can get to work confident in what they are looking for.

10. Make sure the partnership is mutually beneficial

Your recruitment partner is there to help you find the best employees for your organisation. However, the partnership should be mutually beneficial. Make sure you're happy with the quality of candidates you are receiving and if not, don't hesitate to let them know. A recruitment partnership should be a two-way street, with both sides working together.

For any relationship to endure, it ultimately comes down to communication.

Also, often clients can become candidates themselves! Being your authentic self is always the best approach. Let your recruiter know about your own career aspirations, it could lead to a new role for yourself down the track. Get to know your recruiter on all levels.

It's important to find a recruitment partner with whom you can trust and build a good relationship. By following these tips, you'll be on your way to maximising your partnership and finding the best employees for your organisation. It’s human nature to want to work hard for those who are respectful, realistic, and engaging. The same goes for recruiters wanting to partner with those who treat them as an extension of their own business because at the end of the day – a good recruiter really is your best brand ambassador.

Thank you for reading, we hope this article was helpful. If it was, please share it with your network!

If you are struggling to find the right recruitment partner to assist with your current needs, please reach out to the team at West Recruitment - we would love to open a conversation with you.