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4 Things You Should Never Withhold From Your Recruiter

Four Things You Should Never Withhold From Your Recruiter_Staff Management SMXWhen you’re looking to source exceptional candidates for specialized positions, you could wind up spending too much time or too many resources that you just don’t have. You might also risk hiring a bad fit. When you already have a lot on your plate, contracting a third-party recruitment agency may be the way to go.

This option can free up a lot of time and energy, but they’ll need your support if they’re going to be successful. If you’ve enlisted the expertise of a third-party recruitment agency to help fill that needle-in-the-haystack position, then be sure to share these four pieces of information with them so they can get the job done. (And if you haven’t enlisted the help of a recruitment agency, here’s why you should.)

  1. Desired Soft Skills – a simple read-through of the job description will give the recruiter the info they need on the experience, education and skill requirements of the position. However, soft skills, such as conflict resolution or adaptability, are harder to judge on paper. Sharing these preferences with your recruiter allows them to tailor their interview questions accordingly.
  1. Company Perks – your company culture could be a huge make-or-break point for a candidate. Make sure your recruiter knows what makes your organization unique and attractive to work for. Even if it’s something as small as free coffee in the breakroom, little perks can go a long way.
  1. Negative Feedback – mutual honesty and transparency are critical to your relationship with your recruiter and withholding negative feedback can hinder their success. Always be upfront about opportunities for improvement and provide details about why a candidate wasn’t a good fit. This will help the recruiter make adjustments to their sourcing and interview strategies or even the job posting itself.
  1. Your Availability – it’s OK if you have limited availability to speak with your recruiter or shortlist candidates – that may be why you’re working with an external recruiter in the first place. Give them realistic expectations about when you’re free and provide an alternate point of contact if they can’t reach you. Keep in mind, if a recruiter is unable to get ahold of you, the recruitment process will be delayed.

Partnering with a third-party recruitment agency should be a collaboration between both parties to achieve a common goal. Disclosing important information like desired soft skills, job perks, constructive criticism and your availability can aid in the timely hiring of a qualified candidate – a win-win for everyone involved.

Looking to enlist the expertise of a third-party recruitment firm? Check out our Recruitment and Placement Solutions info sheet and contact us today! >
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2018-01-09T18:48:51+00:00 By |Recruiting, Retention & Turnover|