Beginning the Partnership
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- Clearly identify your
needs -
skills, experiences, characteristics, and style.
- Identify some potential
target
companies.
- Who is your ideal
candidate
- Career pathing.
- Compensation.
- Interview process and
communication.
|
Working with more than one
recruiter
|
Pros
- More candidates
- Backup if one recruiter
doesnt
work out.
- Provides competitive
incentive.
- Fill the position
quicker.
|
Cons
- More time spent
communicating
with several recruiters
- Takes longer to develop
relationship.
- May take longer to fill
position
- May not provide enough
incentive
for the recruiter - they are working on other assignments and you want
to
be at the "top of the list".
- Multiple recruiters can
dilute
the marketplace where everyone hears about a position and it appears
like
the company is desperate or that there is something wrong with the
company/position.
|
Partnership examples -
client
perspective
|
Good
- Listens to and
understands candidate
profile.
- Honest and direct.
- Good communication.
- In touch with candidates
but
works for the client.
- Candidates pre-screened
and
knowledgeable about the position/company.
- Strong candidates and
ones
that accept the offered position.
- Provides feedback.
|
Bad
- Has their own candidate
profile
- Not honest and direct.
- Floats resumes, does not
contact
candidates to prescreen.
- Recruits candidates from
companies
that they have as clients.
- Does not return phone
calls.
- Candidates develop no
trust
in recruiter.
- No feedback.
- Short-term relationship.
|
Partnership examples -
recruiter
perspective
|
Good
- Know client needs -
skills, experiences,
and fit.
- Present 2-3 qualified
candidates
and one accepts the offer.
- Exclusive if practical.
Semi-exclusive
at a minimum.
|
Bad
- No clear candidate
profile.
- Poor communication.
- Wants to see 5-15
candidates.
- Window shopping for
external
candidates and filling with internal.
- Candidates turned off by
the
interviewers or the process.
- Compensation not aligned
with
profile.
|
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