Your recruiter is an extension of you in the marketplace. Assuming you want quality candidates, hiring the right recruiter is one of the best gifts you can give your organization. Wondering what to look for in an executive search firm? Here are some of the questions you should ask before hiring your executive search partner.
Questions to Ask Before Hiring an Executive Search Firm
What Will You Do to Understand the Intricacies of Our Company?
Any recruiter can hand you a list of candidates in a moment’s notice. 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 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: you want your search firm to find candidates not on the job market. If they are happy and productive in their current job but open to the right opportunity, they may be the perfect fit for your company.
Will You Be Taking Company Culture Into Account?
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 you want your search firm to recognize that fact right out of the gate. A recruiting agency should learn how potential candidates will add to the current workplace culture and bring diversity to the team.
What is the Average Hiring Timeline?
From a recruiting firm’s perspective, they 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, 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.
According to a report from Glassdoor Economic Research, the average hiring process in the US takes 23 days. But, this timeline can vary depending on the search firm you are working with.
What Responsibilities Do I Have as a Client?
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 your search partner 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.
Hire an Executive Search Firm Partner to Find Top Talent
A recruiting firm that’s worth your time establishes trust and presents itself with integrity. Whether you’re a startup organization or a Fortune 500 company, our team at PeopleSuite will treat you with the same level of respect. If you are ready to start hiring top executive talent, connect with us here!