How to make sure your headhunting and recruitment partner is in line with your strategy?
Here’s a little check list for all hiring managers, HR and talent acquisition leads for screening your recruitment partner 💎
✅ Make sure the partner you choose is specialized in the positions you need to fill. This is kind of like asking a backend developer to do frontend – they probably can, but will it be what you wanted? A recruiter specialized in one or two industries will do better specsing, has better networks and knows what sells.
✅ Check who is the recruiter you would get to work with. Recruitment is all about people, also when choosing the right recruiter. With this too, experience is the key 🔑
✅ Check how many recruitments does the recruiter work on simultaneously. With us, the number is 2-3, because we believe this equals quality service – both for our clients and the talent we serve.
✅ Check what is the response rate for the partner. This means how many people actually responds when they call or message talent. This will tell you how good they are at representing you and your employer brand.
✅ Ask how they handle diversity, equity and inclusion. In their own team, but also with your recruitment. Even as recruiters, we have our biases, but with the right processes (and people) in place, we can work around those.
✅ Ask how they help you towards the end of the recruitment process. Many vendors will just send CVs, but a partner will help you to close the case too. We, for example, are really good when it comes to the offer stage. Our formula there makes sure that you don’t waste time on processes that don’t lead to an accepted offer.
✅ Most importantly ask what kind of feedback does your partner get from candidates. It is YOUR employer brand at stake, and with the wrong partner, you might end up leaving a bad image to a pool of talent.
💰And lastly, talk about money. A recruitment process that costs less than 10K is often a recruitment process that can’t guarantee everyone a good experience. To save costs, they need to spend less time on something, and very often it is the candidate experience. In the worst case, this leaves candidates frustrated and your employer brand damaged.