Your recruiter is an extension of you in the marketplace. Assuming you want quality candidates – and really–who doesn’t? –hiring the right recruiter is one of the best gifts you can give your organization. Wondering what to look for? Keep reading.

1. We take the time to learn about your company.

Any recruiter can fling candidates in your direction. If they know the salary being offered and have taken a cursory glance at the job description, they have a basic grasp of what a client wants. It’s not hard, and it doesn’t take a lot of time. A well-positioned and respected recruiting firm like PeopleSuite does their homework. As a client, make sure the agency you’ve hired understands who your company is, what you do, and what makes your corporate culture stand out. Consider the passive candidate approach: we find candidates who are not on the market, happy and productive in their job but open to the right opportunities.

2. We work with the hiring manager specifically.

While understanding the company is a priority, even more important is knowing the team the candidate is being hired for. It’s no secret that each department has their own personality, and PeopleSuite recognizes that fact right out of the gate. Anne Drury discusses the challenge of nailing down the shifting elements of a corporate culture in her blog from June 2019. A recruiting agency should learn how the candidate benefits the team. Our job is to build trust with you and demonstrate that we know exactly what you’re looking for.

3. We get that time is of the essence.

On one hand, we see a client relationship as more than a transaction – it’s a long-term relationship in the making. Therefore, taking the time to establish a solid connection is key. On the other hand, though, once the background research has been completed, your recruiter should work quickly and efficiently to find that ideal candidate. Once a recruiter knows you, a good one isn’t going to waste any time getting down to business.

4. We expect you to pull your weight.

As the client you have an obligation, too. There’s work to do on your end for the interview process, but there’s work to be done with your recruiter, too. It’s your responsibility to provide timely feedback on the candidates being presented to your company. Put in the work on your end to grow and maintain the new relationship with the recruiting firm. Think about it: If  PeopleSuite hustles to bring you the cream of the crop, but then you drag your feet on letting them know whether or not they’re a good fit, you’re doing yourself, the candidate and your recruiting agency a disservice. Employ a sense of urgency. If you like a candidate, schedule a follow-up within 1-3 days and honor the fact that the candidate’s time is to be respected as well. 

5. We want you to show your candidates the money.

Employee benefits are important, but so are incentives, bonuses, and salaries. Clearly, it’s not merely about the money, don’t forget about a well-defined on-boarding program and career path. Show the love up front to the candidates you want to hire and offer a competitive salary. Lowballing isn’t going to do you any favors.

A recruiting firm that’s worth your time establishes trust and presents themselves with integrity. Whether you’re a startup organization or a Fortune 500 company, we’re going to treat you with the same level of respect.  PeopleSuite’s Contingency Practice understands they’re a reflection of you in the marketplace. 


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Joe Grabuskie is a Managing Director at PeopleSuite’s Contingency Practice who has been in recruiting for 25 years. Having navigated two recessions, he understands the value of clients and candidates alike. He’s a realist and takes pride in getting the job done right the first time.

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