SELECTING/PARTNERING

Selecting a Search Firm

Clients hire recruiters for one reason -- they are faster and more efficient at seeking out top flight talent within the industry than using an HR staff, placing classified ads or posting jobs on the internet.    

The search firm must add value to your hiring process -- thoroughly research the services and benefits each search firm can offer you, the client. They should not only be able to refer candidates whose accomplishments and experience match the position description, but also possess the personality that fits well with your company's values and goals. An effective search consultant asks the right kinds of questions in order to thoroughly understand your needs. They should also be able to give you input on what is reasonable in the marketplace.

  • Is the search firm a market specialist?

Market specialists easily understand the importance of every aspect of a search within their area of expertise. Their existing network of candidates makes the hiring process more efficient.

Their focus is a defined market niche where they have a background of knowledge and experience that is critical to recruiting and hiring the best candidates.

  • How thorough is the search process?

How hard is the recruiter willing to work for you?  Anyone can dig through files or the internet and match candidate credentials against job requirements.   Determine the recruiter's search process to ensure they will explore not only measurable attributes, such as experience and skills, but also intangible qualities, such as focus, communication/people skills, intellect and passion.   More leg work by the recruiter means less of your time spent in pointless interviews.

  • Are they reliable?

If the search firm can provide fast, satisfying service, you will be able to rely on them for all of your outside recruiting needs.  Having a single recruiting source reduces or eliminates duplication of effort on your part.

Partnering With a Search Firm

The extent to which the client and the recruiter work together as a team will directly affect the timeliness and, ultimately, the success of the search process.  The following recommendations offer positive partnering skills for both the search firm and the client.

SEARCH FIRM

  • Respect the scope of the client's request.  Do not assume that you will be retained for every job opening the client needs to fill.   
  • Be honest about your candidate's qualifications.  Don't embellish a candidate's profile with degrees or job experience they don't have.  If they aren't highly qualified for the job, don't consider them.
  • Be aggressive and persistent -- go the extra mile to find the candidate that others didn't know existed.  Use your network of contacts to seek out candidates that are not necessarily on the market.
  • Respect the client's hiring procedures.  If they are reasonable, work with them.  If you simply cannot live with the way they work, get out of the relationship -- don't waste their time or yours.
  • Know your limits.  If the scope of the search is out of your area of expertise, be truthful and don't make false promises.
  • Earn the trust of your client.  Be ethical and thorough in your search process and don't waste the client's time with pointless interviews. 

CLIENT

  • Make a commitment to the search firm you've selected.  A meaningful working relationship is appreciated and is more beneficial.
  • Be honest and realistic in defining the requirements for both the position and the candidate.
  • Make an effort to be readily available -- don't miss out on a candidate who may be the "perfect fit".
  • Let the hiring manager and the recruiter work closely together to establish cultural needs as well as position description.  The candidate must possess the personality profile that fits the client's methods, structure and culture on top of merely  meeting the specifications of the job.
  • Be considerate of the recruiter's time.  Do not pretend to be serious about hiring if you are not.  
  • Respect the recruiter's expertise.  They know the job market and they know what is attainable and what is not.

Contact Us

If your company has a critical IT need that you have been unable to fill through your internal process, contact us.

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Last Updated: 01/12/06
WebMaster: MTAE