The Biggest Mistake Companies Make When Hiring Recruiters

More often than not, many CEOs and Executives are dissatisfied by the performance of the executive recruiter they are working with. This rumor-mill often discourages other companies from using a recruiter. But why the disappointment? The biggest mistake companies make when hiring a recruiter is that they think a lot about whether or not to use a recruiter but they often do not research enough about which recruiter to use in the first place. Recruiters are meant to be a trusted advisor, someone who is an integral part to the hiring process.  So, how can companies avoid selecting a bad recruiter?
 
First, it is important to understand the main two types of recruiters.

• Contingent recruiters are not paid unless the company hires a candidate the recruiter presented.
• Retained recruiters, on the other hand, work exclusively with a company and are paid in advance to conduct a search, usually resulting in a filled position – but not always. 

 
Once the type of recruiter is decided upon, companies should then work to figure out whom they specifically want to work with. In order to get the most value when selecting a recruiter or recruiting firm, consider these suggestions:

1. Expertise in your industry: Employers should work with someone who knows the ins and outs of the employment market along with what is trending in your specific industry/sector.

• Tip: Give the recruiters a pop quiz. Ask them to give you a brief summary about the current market, noting key players, opportunities, competitive trends, supply/demand concerns and key considerations. 

2. Connections, Connections, Connections: Recruiters are like long-term relationship builders. As many senior positions are not actively advertised but instead are promoted via word-of-mouth, recruiters must leverage connections and relationships in the field in order to pull out the best candidates.

• Tip: Find out where the recruiter meets individuals and how they network. What industry associations are they tapped into? Do they have a target list? See who they know in the industry, where they work and the reputation of the company. Top recruiters will not wait for the best people to apply; they will already have a pool of talent.

3. Power to influence: In order to pull out the best candidates, recruiters must also know how to sell the company/position to candidates, especially considering many senior executives are not actively searching for another job or do not actively apply to begin with.

• Tip: Question the recruiter on how they would sell your opportunity and how they would position it better than potential candidates’ current situation or other offers. Additionally, what is the recruiter’s track record? Are they able to help negotiate close rates? The best recruiters will understand your job needs.

4. Longevity: While number of years as a recruiter does not always correlate to experience or a strong track record, I still feel, like many others, that it is an important factor to consider. Recruiters who have been in the game for a long period of time typically have stronger networks and know the best way and places to reach top talent.

• Tip: Find a recruiter with a good reputation in the industry. Again, do they have a strong track record? Do they have a significant number of client companies that offer repeat business?

5. Technology savvy: For a big bonus, exceptional recruiters will have superb knowledge of technical tools available to help with the recruiting process. Technology has completely changed the way we all work and in return, apply for jobs. As a result, the best recruiters must understand how to use modern technology to reach the best talent.

• Tip: Find out how the recruiter conducts their search online - from Boolean, LinkedIn, Facebook, ATS and even CRM systems.

 
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In the end, do not solely rely on Google search to find a recruiter or recruiting firm. While this will yield many results, make sure to properly vet potential recruiters beforehand to get the best bang for your buck. 
 
Still in doubt about using a recruiter in the first place? Check out my recent post about the benefits of investing in an independent recruiter.
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