4 Ways to Identify the Right Recruiter for your Business

Choosing the right recruitment partner can be challenging. There are multiple qualifiers that you need to consider before agreeing to a partnership. 

• Do they have the right sector expertise?

• Do they have a good track record?

• Do you have the same missions and goals?

• Do they have your best interests in mind?

There are thousands of recruitment companies out there, which is currently at a record high of 30,000 in the UK alone (Source). It can be challenging to know which firm is the best fit and who will provide the best service. Here are a few indicators to identify whether you’re working with the right recruiter.

1. The quality of their work

Every company wants to work with the best recruiters, that understand their business and their roles. Unfortunately, not every recruiter is created equal. If your recruiter is not passionate about providing an excellent service, quality can often be compromised for ‘quick wins’ and fees. Your recruiter should be sending you high-quality CVs which fit the job description and required skills and experience. If your recruiter is consistently sending you profiles of people who aren’t suitable, talk to them to ensure they understand what you’re looking for. If it continues, consider ending the relationship in favour of a recruiter who listens and can provide a higher quality of service. 

Don’t compromise on price when it comes to choosing a recruiter. Some recruiters will take a far less targeted approach which will leave you spending more time qualifying and managing the recruitment process yourself, which ultimately will cost you more in time. 

2. How they work

Every recruitment firm works differently; executive search firms find and source people through research and calling, whereas typical recruitment firms will have a database of applicants for job roles. 

Understanding how your recruitment firm works will help you understand the process your candidates are experiencing and may also offer an explanation of the quality of candidates you’re being presented. 

If you’re looking for high-quality candidates, invest your time and money into an executive recruiter who you know is capable of finding the right calibre of candidates.

3. Providing a clear outline of their deliverables

Before agreeing to a partnership, you need to know what is realistically deliverable. What time scales should your recruitment partner be working to? When do you want to hire someone? What quality of hire do they/you want?

If you communicate exactly what you want from your recruitment partner, you can efficiently measure how well your recruiter is doing. Providing expectations is also helpful so your recruiter knows what is expected of them. 

There is always room to improve your communication skills.

4. Do they understand you?

Your recruitment partner should act as an extension of your business. They need to understand you, your team, your business, and your culture. They should have a deep understanding of your business to have the knowledge to pitch the business accurately and attractively to potential candidates. 

A good way to test whether your recruiter understands you and your company fully is to ask them to pitch your company and the opportunity back to you. You can then let them know of anything they’re missing and help them improve their pitch. 

Make sure your recruiter's pitch is accurate and transparent; if it’s not, it can result in awkwardness when negotiating salary and benefits packages. 

Helping them is helping you.