Recruiting can be a very time-consuming process. This is necessary. You don’t want to settle for less-than-qualified candidates because you didn’t devote enough time to finding them.
However, there are instances when keeping recruiting in-house can result in wasted time. For example, perhaps your organization’s HR department is involved with a variety of projects. Finding ideal candidates for open positions may simply be one of them. If they spend a substantial amount of time on recruiting, they’ll have less time to focus on other duties.
That’s why it’s sometimes smart to coordinate with outside help when filling roles. This is particularly true when you’re seeking the right candidate for an executive or C-Suite position. Because this person will play a vital role at your company, you need to be certain you’ve identified a fantastic candidate when deciding who to hire. Again, finding that candidate takes a significant amount of time.
Fortunately, when you coordinate with a recruiting firm, you’ll have experts on your side who specialize in this task. That gives your HR department employees more time to focus on their other responsibilities. However, knowing you can benefit from enlisting the help of professional recruiters isn’t the same as knowing how to take full advantage of this relationship. You may have questions about your role in the process when you outsource recruiting work.
The following points will clarify the issue. If you’re thinking about working with a recruiting firm, get the best benefits they can offer by keeping these tips in mind.
1. Discuss Your Goals at the Start
Every recruiter has a unique process for not only finding candidates, but also for coordinating with employers. You need to discuss the recruiter’s preferred process at the start to better understand how you’ll communicate with one another.
Of course, they should be willing to let you be involved. While the main benefit of working with a recruiting firm is saving time by delegating important work to an experienced outside party, you still want to have input, particularly during key steps in the process. You’ll feel more comfortable knowing these opportunities will be available if you understand the process from the beginning.
It’s also important to discuss your own goals. Obviously, your main goal is to fill an open position. However, you may have goals that are slightly more specific than that. For instance, perhaps you’ve found your company culture could use some focus. You might thus want to hire a CEO who has a track record of focusing on issues of culture and morale.
That’s merely one example. Your goals may be different. In general, however, communicating them clearly to recruiters will help them better appreciate what exactly you’re looking for in a candidate.
2. Work with the Right Recruiting Firm
Experience and reputation are of course important when you’re considering which recruiting firm to work with. You need to be certain qualified professionals are handling this essential duty.
That said, you also need to remember that the recruitment process can vary from one situation to another. The best recruiting firm in one circumstance might not be the best choice in other circumstances.
Again, perhaps you’re looking for a new CEO. That means you need to choose a recruiting firm that specializes in filling higher-level positions. A firm that’s very good at filling small roles efficiently might still not have the network or resources necessary to meet your needs. Before choosing a firm, identify your goals and choose your firm accordingly.
3. Know Your Budget and Timeline
To find the right candidates for open positions, recruiters must leverage substantial resources and devote significant time to the candidate search. Although working with one will help you optimize your own time, that doesn’t mean you should expect a recruiter to find the ideal candidate for an open position tomorrow. You also shouldn’t expect them not to need funding. You’re hiring them to provide a service, after all.
That said, it is important to discuss fees carefully when initially coordinating with a recruiting firm. You need to be certain their services are in your budget. Additionally, your timeline should be clear. Explain how quickly you want to fill the role to ensure you don’t fall behind schedule.
Your timeline should of course be reasonable. Recruiters won’t be able to make the right candidate magically appear simply because you need to find them fast. However, if your timeline genuinely is reasonable, they may be able to expedite the process. Importantly, you might have to pay a higher rate than you otherwise would if you agree to this.
Remember, finding the right candidates for open positions is essential, but it also takes a lot of time. There are instances when you’re likely better off coordinating with an outside party to fill a role. These tips will help you do so effectively.