Tips for Working with a Recruiter – Employers

There are a number of factors involved in the recruitment process that hiring managers can optimize in order to make certain our work together is as productive as possible.

Seek out a recruitment firm that specializes in your corporate field and relevant position types

For 20+ years we’ve been working with software and technology-related companies to help them locate CXO, Sales, and Marketing professionals. This sphere of concentration allows us to provide exceptional service and performance due to an array of factors:

∙ Our networks are extensive and focused across these domains, territories, and roles.
∙ We understand and stay up to date with the highly varied and ever-changing technology components involved.
∙ A far better understanding of the type of individual who will excel in a given position.
∙ Much quicker ramp-up time.
∙ Streamlined and expedited processes that allow us to rapidly identify and recruit appropriate candidates.

Pursue a partnership rather than a simple transactional arrangement

We’ve been working with a number of companies for an extensive period of time and have helped them build teams throughout North America and beyond. A key component of these long-term relationships is without question the value that we have proven we are able to bring to the overall recruitment process. Rather than being simple order takers and resume bundlers like so many in the field, we seek to reach the point where we can send a note letting you know that we’ve been in contact with an individual you need to interview and you will know with certainty that it will be time well spent. Most importantly, when you have a newly opened requisition the first and only call will be to us.

Have the ability and willingness to sign a recruitment agreement before a search begins or a candidate is presented

As much as we would like to trust that all recruitment partners are open to maintaining a spirit of trust sans a contract in place, we realize that this simply cannot account for the rare parties who may have other notions. It’s simply a smart business practice for both the hiring company and our firm.

Work with us to fully understand the position, expectations, goals, and the type of candidates who will excel in the role

• Define a precise, specific roadmap that outlines the type of individual who will be a strong match.
• Determine what the selected hire will have to do during the first set of months and initial full year to be deemed successful.
• Are there particular companies that you would like to see candidates from and, conversely, organizations that are on the steer clear list.

Separate the true essentials for the position from the intangibles

Examples include:
• Is it absolutely necessary for candidates to have direct experience with a particular type of training?
• What type of technical experience and know how is mandatory?
• How much leeway is there regarding stated required years of experience in a similar role?
• Are educational requirements set in stone or may experience substitute for academic credentials to some degree?

Understand the current market

A crucial factor in the process is having a realistic perception of the types of compensation packages it will take to hire a strong performer in a particular position. It’s equally important to know that the pandemic has prompted a shift in work-oriented thought for many and it may be essential to offer various forms of remote capability for those who are so inclined.

Be honest about your management style and the type of culture the company promotes

It’s essential to know if you employ a relatively hands-off approach or prefer to have more direct involvement in the minutiae of work activities. Most importantly, what type of individuals thrive in your environment and, on the other hand, who might not be the best match? This will allow us to rapidly determine if a particular candidate would ultimately work well in your organization no matter how precisely matched their background may seem on paper.

Have specific interview and candidate selection processes in place

We like to make certain that candidates are fully prepared for all possible facets of the hiring cycle. Clients can greatly facilitate a smooth undertaking by implementing a well-structured format.

Be willing to set aside blocks of time solely for interviewing and associated activities

We certainly recognize that hiring managers and interviewing teams have demands on their schedule that can often be burdensome at best. Nevertheless, the longer the position remains open the greater the revenue loss. Setting aside predetermined blocks of time to meet potential candidates is a superb way to make certain things proceed accordingly.

Optimize the speed of the search process

It’s vital to keep things moving forward as directly as possible in order to make certain that the interest level of all candidates remains high. Curtail or eliminate steps/meetings that may be simple bloat.

Maintain realistic expectations regarding the length of time to fill an open position

Streamlining the search procedures will help tremendously, but it’s important to keep in mind that there are a number of variables involved that may require adjustments to the general timeline. Specific types of openings will inherently demand additional reach to complete. More senior roles typically call for a more malleable construct due to generally expanded negotiation activities, more in-depth assessment requirements, and a host of additional items that must be addressed. We strive to present a highly targeted, skilled, and select group of individuals as quickly as possible but do like to make certain that all involved understand that this is not always an exact science when it comes to a finite set of parameters.

Make certain to adhere to scheduled times

We’re fairly understanding regarding the need to make changes due to unforeseen circumstances or an essential shift in business items. Candidates may be somewhat less forgiving, thus it’s imperative to keep to planned meeting windows whenever possible.

The first candidate you interview may very often turn out to be the best

We seek to provide a focused, skilled group of 3-5 individuals for each position we work on. Very rarely do we have to present more candidates than that number. Given that, it’s important to remember that the most qualified and best matched member of that group may very well be the first to enter the door.

Be open to a potential wild card candidate or an alternative choice

Quite often during the recruitment process we’ll come across an individual who has a superb track record of performance in a particular position or technology field that may not be a precise match based on preset particulars, but it’s quite clear that they can excel in the opening that we’re seeking to fill. On numerous occasions we’ve had hiring managers select these not so perfect on paper candidates and, without fail, they’ve turned out to be exceptional additions to their team.

There may also be instances where it’s wise to keep optional choices in play as events may occur that preclude a first candidate choice from ultimately taking the role. Being open to an alternative choice is an important part of the undertaking.

Provide timely and specific feedback

Consistent and prompt flow of information is an essential component of the recruitment process. This allows us to convey prompt and essential feedback to candidates in order to keep interest levels as high as possible for those who are deemed finalists. We can also quickly give notification to others interested in the position that other opportunities may be a better match, and we can also use the knowledge gleaned to fine tune the search.

Let us lead offer negotiations

We conduct these interactions on a day-to-day basis and can assure you that’s it’s important to have an individual involved who can effectively share and integrate information from each party that will lead to a deal that is ultimately deemed fair by all.

Have flexibility

Make certain to have the ability to get somewhat creative when presenting a final offer. It often makes little sense to lose a superb candidate over what may be a relatively small sum of pay, options, or benefits. The amount of revenue this type of person will eventually generate will most likely far exceed any comparatively minor compensation increases in short order.

Ensure that candidates you are interested in are aware of your excitement to have them join your team

It’s crucial to actively confirm that someone you plan to hire is fully aware that they are being brought on board as an integral and most welcome component of your organization. The importance of doing so cannot be overstated, and it makes our job before and after the hire eminently easier.

Follow up

We maintain close contact after a search has been completed, but an important component of the relationship is continued feedback and insight from the client. Let us know how things are faring with your new team member. Keep us informed regarding upcoming openings or changes within the organization. Provide us with insight that will allow us to continually refine our process so that it meshes as seamlessly as possible with your approach and requirements.