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How to Get the Most Value from Your Recruiter
The successful partnering between you and your search firm is a
two-sided arrangement that requires trust and professional respect.
Your approach to the partnership influences the speed and outcome of
the search process just as much as the recruiter's skill. One of the
most important factors is your understanding of the process and the
part you play in it. Here are a few suggestions that may be helpful:
Do your homework before meeting with the recruiter. Define long-
and short-term expectations for the job. Think through key
organizational issues: reporting and working relationships; number of
people the new hire will manage; who he or she will work with most
Make sure that your team agrees on the objectives of the position
and that they are willing and able to commit time and energy to make
the hiring process a top priority.
Be prepared with the key elements that define the job description, such as:
Criteria for measuring performance
Major issue that new hire will address immediately
How many and what kind of people will be managed
Current budget of the department
Salary, including bonus, incentive plans, benefits
Career path opportunites
Provide additional information your recruiter needs. Be explicit
about the chemistry and corporate culture of your company. Share both
good and bad, positive and negative aspects of the job and have no
Establish high standards in evaluating candidates, but be
sensitive to feedback. Understand the trade-off between the candidate
qualities you require and those you desire.
Keep things moving from your side: conduct candidate interviews
promptly; give timely feedback; maintain security and confidentiality.
A successful search is a team effort. You and your recruiter
complement each other's knowledge and strengths. A spirit of
partnership will go a long way toward enabling you to reach your