Our top 10 tips to maximising your recruitment partnership 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 a...
Maximising your recruitment partnership
Our top 10 tips to maximising your recruitment partnership A recruitment partnership can be an excellent and efficient way to find talented employees, especially in this market, but it's important to...