• January 9, 2018

When you need to fill a role within your organization, it’s not just about finding the right candidate for the job. It’s about finding a recruitment consultant and company that you can work with in the longer-term. Ideally you want someone who will understand what you’re looking for, as well as know who you are as an organization. Having worked on both sides of recruitment, first in large corporates as a consultant in general management, and then later as a recruiter in my own recruitment firm, I can say from experience that there are certain elements that contribute to a successful recruitment partnership between the company and consultant. Here are my eight tips for getting the most out of your recruitment partner:

It’s a partnership

In the true nature of a partnership, it’s most beneficial when both parties communicate effectively and agree to work closely together. Doing so enables you to come to a common understanding of what’s most important to the other person.  If your recruiter knows that you have budget to hire and are willing to be responsive and move fast if the right candidate is found, then they’re more likely to invest and prioritise the time to find the right person for the role you have open and deliver what you require.

Limit the number of partners

While some companies are of the mindset that it’s best to put as many feelers out there as possible, this can actually be counterproductive. A little competition is a good thing, but signing up with more than two recruitment partners for one specific role could duplicate efforts and actually delay the process. If you really want to spread the net wider, my suggestion is to sign up with one consultant for a period of 2 weeks and give them exclusivity. This will get them to prioritise the task and give you the opportunity to negotiate a better rate. If after 2 weeks you’re not happy with progress, then you can open up the job to other consultants.

Choose a specialist

Even within a particular firm, not all consultants have the same level of expertise. Choose a company and consultant with a deep understanding of the role you need to fill, as well as your company culture. It makes life easier if the consultant is someone you like and can work easily with and it’s important that they are responsive to giving you frequent updates on progress.

Help them sell you

As much as the recruiter needs to sell the candidate to you, they also need to sell the role and company to the candidate. Help the recruiter by sharing information on the company culture or benefits of the job. Invite the recruiter on site so they can see the work environment for themselves and meet as many people as possible. This will provide them with a first-hand understanding of the business, which makes it easier for them to sell the role to the candidate.

Focus on Quality

Speed and quantity may get you options quickly, but they’re unlikely to get you the best people to choose from. If you say you want a shortlist within 48 hours, you’re only going to get candidates who are actively looking for jobs, while the best candidate might be out there but not actively looking. This means that it may take a little longer to find them. If you really want to be sure the recruiter has understood the brief properly and has access to the right people, ask for some anonymous candidate profiles to review.

Be transparent

If you aren’t the person making the final hiring decision, let the recruiter speak directly to the hiring manager, as this will avoid a broken telephone effect and dramatically improve the quality of candidates you get. Specify, however, that they need to keep you in the loop with regards to progress and feedback.

Be responsive

The company that moves quickly is more likely to secure the best candidate over the competition. Be accessible to answer queries and provide feedback on CV’s presented, so that once the right person is found, things can progress swiftly. Being slow on the uptake may see the best candidate accepting an offer from another company, so being responsive is key to helping you to secure the best candidate for the role.

Plan ahead

Book interview slots up front and provide these times to the recruiter. This will help them qualify a candidate’s availability when they’re searching. It also provides a timeframe within which the recruiter knows they need to work.

Developing a good working relationship with a specialist recruiter doesn’t only help you find the right people for the roles you currently have open. It can also help you to be more strategic as the company grows, specifically when creating roles and finding the right people to fill them as the company expands.

If you’re looking for a recruitment company whose sole focus is on sourcing Customer Engagement professionals visit Mottram Search’s website for more information and to view their latest roles. You can also contact Mottram Search’s Managing Director, Paul Johnson, by calling +44 (0)20 3668 2890 or emailing info@mottramsearch.com