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How to Become Your External Recruiter’s Favorite Client

rw-admin | 08/23/2018

Let’s face it; no relationship is perfect.  There needs to be compromise, good communication, support and understanding. This stands true even when you think about working with your external recruiting partner.  The Q Works Group has been assisting client companies with recruiting solutions since 2002.  What I have noticed since I’ve worked here is that all the recruiters tend to favor certain client companies due to the nature of their partnership.  This does not diminish the quality of service offered to all clients, that remains the same. It just means that certain relationships are, well… better, leading to more efficient searches and ultimately “better fit” placements.

This observation led me to the idea of trying to find out what exactly makes some of our clients “standout,” in a good way.   When I posed this question to the staff, they were quite willing to offer insight and share what makes the most successful client/ recruiter relationships possible.  I have complied a list, straight from the horse’s mouth and hope that by sharing, companies will gain awareness of certain points/ issues they may not have considered.  The ultimate goal is to form a meaningful partnership that will yield the greatest results for your organization.

Here we go. In no particular order:

  1. Take the time to do the “Needs Analysis” call and add information.
  2. Review our notes and make changes.
  3. Give feedback on what you like and don’t like about candidates.
  4. Let us know if you have anyone in process and who they are so we don’t go after them.
  5. Let us know who you have already interviewed for the position. (What you liked and didn’t like about them. How were they a fit and not a fit.)
  6. Let us know what companies you do/ do not want to see candidates from. (because of relationships, good/bad fit etc.)
  7. Consider working exclusively with me.
  8. I need your full engagement and commitment
    1. Expectation of full timeline and lay out schedule and deliverables from the client
    2. Engagement from the decision maker is key – not being delegated to others (Information gap kills hires)
  9. I need info in all areas that do not fit into a job description (culture, team dynamics, internal politics etc.)
  10. I want to speak to all that will be involved in the interview process and others that might have some influence on the hire.
  11. Communicate a realistic timeline for the process- if you have vacation, travel, will be unavailable for any reason so that we can keep candidates engaged. Knowing is half the battle.
  12. Provide honest feedback, brutally honest if necessary.
  13. Share your concerns about candidates if there are any. Sometimes we can provide insight to either confirm or allay those concerns.
  14. Let us know if there are areas where you are willing to train and areas where you are not. This can help us to screen candidates better.
  15. Be open minded about our market input and knowledge.
  16. Be fully engaged from the very beginning of the search, i.e. willingness to invest time into discussing the role and the search process upfront and not just handing everything off to HR
  17. Be completely honest about strengths and weaknesses of the organization / difficulties they are facing when hiring (why certain candidates won’t work for them and what happened to the person who was previously in the role they are now trying to fill.)
  18. I also feel that it helps to see the actual work environment and to meet with HR and the hiring manager in person, when possible.
  19. Provide access to your Hiring Manager, who often can answer questions other team members may not have.

There are obvious trends here that all can agree on. Time, communication, honest feedback, engagement and commitment. Just like in any relationship, building a strong foundation from the beginning is ideal, however it’s never to late to make positive changes that will have an impact moving forward.  I encourage you to reach out to your recruiting partner and know that the more information you can provide, the more comprehensive understanding he or she has, the better off you will both be in successfully hiring the right people for your organization.

Written By: Angie Barnes, The Q Works Group