Recruiting top workers should be a priority for every organization and your company should be no different.
You know you want to get your next hire just right and you know you don’t have the time, the energy, the resources, or the expertise in attracting and recruiting that ideal employee. You’ve made the wise decision to use a recruitment firm to find your needle in a haystack. Now what?
There are 200++ firms just in the Lower Mainland. Some have industry specialties in IT or law or marine biology, some are divided by the type of candidate that they work with, from entry-level to senior executive, and still others will work on any search. Some firms function as a one person show in the basement of the family home and some are sleek corporate machines operating in 30 countries and have ten Canadian offices. So, how do you know which one is right for you?
Many people will begin seeking out a search firm by asking a trusted associate for advice or for the name of a Recruiter that they may have worked with and liked. Often this works because the people in your network already know you and what you expect as a customer. Sometimes it doesn’t work for any one of a myriad of reasons. Maybe the salesperson is too pushy, maybe the recruiter sends you unqualified, not screened candidates, maybe when you call the firm you always get voice mail or maybe the firm is unwilling or unable to come see your operations firsthand. While there is value in the fee that a firm charges, the Recruiter needs to mesh with your company and the way you operate; which is exactly where the search for a search firm should start – by taking a good look at your culture and operations.
Ask yourself what is important to you. If personalized service is what you offer your clients, then that’s what you will expect when on the other side of the boardroom table. Come up with a list of four or five non-negotiables that you offer and expect in return. This provides a benchmark.
Here are some examples of items to look for in a competent search firm:
The ability to readily provide testimonials and / or referrals
Internet presence – look for the types of jobs they are advertising on their website, How well are the job postings written? Do they resonate with you?
Do they come out to your office? If a firm doesn’t come see your operation firsthand how will they find an employee that connects with your culture?
When taking the job order the questions should be related to the skill set and personality fit
Transparency with the fee
Explanation of the process in detail and sets expectations up front
Shows a willingness to ask for your business
Is clear on the type of searches they conduct; i.e. middle management to executive across all industries or strictly medical temporary placements
Finding a service provider in any industry can require a bit of leg work but finding the right search firm that fits with you and your organization can be a valuable tool and a great resource as an extension of your human resource department. Once you do find this gem the two greatest ways to show your appreciation are to give them repeat business and make sure you refer them to all your associates.