Top Tips For Working With A Recruiter

July 25, 2023
Mr Bean working with recrutier

Recruiting is tough, even in the best of circumstances. Not only do you need to find a candidate with the right skills, but that candidate also needs to be a culture fit and within your price range.

During periods of low unemployment, there are more positions open then there are candidates available to fill them, giving candidates more power at the bargaining table. When you factor in a turnover rate above pre-recession levels, the gap between the amount of available talent and the number of roles that need to be filled only widens.

Then when you finally find the right candidate, there’s no guarantee you’ll get them. They may have received a counter offer from a current employer, or another organisation may have been quicker to provide an offer, and boom – you’ve lost your candidate.

If all of this makes it sound like employers are in a bind.. well, they are. But there is a way out, and many employers are utilising the services of expert recruiters. 

In addition to helping you breathe a little easier, working with a recruiter brings a slew of other benefits, including:

  • Easier access to quality candidates
  • Lighter workloads for your internal team
  • Shorter times to hire
  • Industry expertise
  • Confidential hiring practices

So how can employers make the most out of working with a recruiter? Let’s explore our top tips.

Engage with someone who shares your values.

Shared recruiting values will also ensure the recruiter provides a positive candidate experience in line with your employer brand. Remember: A recruiter is an extension of your organization. If candidates have a negative experience with your recruiting partners, that can considerably hurt your company’s standing in the talent market.

Take some time to write up a brief recruiting mission statement. This should outline the kind of candidates you look for, the kind of candidate experience you strive to provide, and the kind of brand image you aim to present throughout the hiring process. This will help ensure your recruiter is on the same page.

Maintain open and honest communication.

In order for the partnership to succeed, it must be built on a foundation of clear, honest communication maintained at all times. A recruiter can only help you if they know what you need and want, so make sure you are in constant contact with your recruiter about your goals, your deadlines, expectations, and more.

It is natural for a recruiting effort to evolve over time, and your recruiter should be kept up to date on any changes. If they are operating with outdated information, a recruiter simply won’t be able to deliver the candidates you need.

All too often, employers go silent after a recruiter sends through a batch of candidates. This is an incredibly frustrating situation for the recruiter, who is awaiting feedback on the candidates. Not only is this an inconvenience that stops the recruiter dead in their tracks, but it also puts the recruiter in a bad position with the candidates. Don’t ever go incommunicado

on your recruiting partner.

Set out timelines and be prepared to evolve.

Your recruiter should know how many rounds of interviews there will be, what kinds of tests or assessments candidates will face, whom the decision-makers are on your end, and any other key information about how you make hires.

Having said that, it’s imperative that you ask your recruiter for input on your process, as they may be able to help you tweak it for maximum efficiency. For example, the recruiter can help you identify unnecessary stages and assessments that only drag the process out – which could hurt your chances of landing a top candidate. 

Provide precise job descriptions and clear requirements.

Your job description needs to be crisp, clear, and to the point. Not only will this help recruiters understand the role they are aiming to fill, but it will also make it easier for them to pitch your job to candidates.

Some tips to make this process smoother:

  • Clearly state the job’s responsibilities, be exact and thorough
  • Skip the jargon and keep it simple – bullet points are best
  • Describe your company culture and values
  • Be realistic in terms of qualifications and include soft skills

The more information recruiters have, the better able they will be to find the perfect candidate. 

Collaborate on salary and benefits.

One area where recruiters are likely to have feedback is on compensation and benefits, but unfortunately, many employers are reluctant to listen to this feedback.

On some level, that’s understandable, as hiring costs a lot of money, so organisations do everything they can to keep costs down. However, this can result in lowball offers for top-tier talent.

Your budget for compensation you can afford to offer talent will play a major role in determining the kinds of candidates a recruiter can get for you. Far too many employers demand rockstar talent for mediocre wages. The truth is, no matter how great your company is, no candidate will accept your offer if the pay’s not worth their while.

Work with your recruiter to settle on a reasonable budget for the kind of candidate you have in mind. If the recruiter is telling you to offer more, there’s a reason for that! If you simply cannot afford to offer more, your recruiter can help you refine your ideal candidate profile to bring it more in line with what you can afford.

Communicate whether you want quality or quantity.

For most roles, a handful of top-quality candidates will be better than a high volume of good-to-great candidates. This is especially true if you are hiring for a role you’ve filled before. In that case, you should have a firm grasp on what a top performer looks like, so you won’t need to peruse as many options to make up your mind.

However, there are situations in which quantity counts. For example, if you’re hiring for a new position the company has just created, you may want to get an understanding of what’s available on the talent market. In that case, you may want your recruiter to bring in a higher volume of candidates.

Discuss with your recruiter whether quantity matters, or whether quality is the more important metric. This will help your recruiter select the right sourcing strategy for your role.

Now that you know how to make the most of a recruiting partnership, one question remains: Where do you find the right recruiter? We’re glad you asked, you can get in touch with us here.

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