Why Partner With a Recruiter

By: Aman Rajabali

The Human Resource function has undergone a sea change in perception and priority. And recruitment being the most dynamic aspect of the HR function breathes tangibility into the very being of HR.

Recruitment therefore, in such vibrant times, deserves to get recognized as a priority activity that can forecast the direction in which the profit margins will head. Recruiters are responsible for sourcing and selecting suitable, accurate talent matches across the canvas of the organization.

Like any successful relationship, working with a recruiter will prove more effective when each party understands how the other works.

When choosing a recruiter, look for someone 1. with a proven track record within your industry

2. with qualities such as speed, integrity, creativity, honesty, persistence, organizational skills and a sense of corporate maturity 3. with good listening skills and an innate ability to "read" people.

When to call a recruiter

You typically call a recruiter when: -

1. You have a tremendous urgency to fill a position. Recruiters are often paid to reduce the time factor.

2. You have a difficult position to fill. You have placed ads, checked with competitors, consulted with colleagues for references and extensively interviewed with no success. In this scenario, the recruiter offers the company a window of opportunity - a "court of last resort".

3. You wish to be kept informed of top-notch talent as those talented people surface, regardless of whether there is an opening.

Contrary to popular belief, or myth, recruiters do not "steal" people. Also, recruiters do not actively recruit from their client companies. That would be unethical.

What the Recruiter Needs from You -

Apart from providing details of your company - its business-strategy, its operating markets, its organisational and management structure; to help ensure a successful search, recruiters need complete Position Description information: -

Contact Information: This should include the recruiting manager's phone numbers including cell phone in the event of an emergency arising regarding time-sensitive information or requests. It is also important to return the recruiter's phone calls in a timely manner.

Duties and Responsibilities: Include a basic description of what you are looking for. The recruiter may ask you to divide the description into percentages for what is required in terms of administrative, technical and supervisory types of tasks and to what degree.

Selection Process: Determine who interviews, where the interview takes place and within what time parameters. Provide a deadline and then allocate time as needed to ensure that the recruiter has enough time to find the ideal candidate.



Recruitment Information: A recruiter will ask whom the hiring manager wants for this position - in other words, a prospect's name. If this is unknown, consider which companies you respect, including your competitors that you may want someone from. This, then, becomes the recruiter's target 'extraction' or 'headhunting' marketplace.

Chemistry Matching Information: This may be the most critical of the six pieces of job order information because all good hires are based on strong chemistry matches. People hire those people with whom they develop rapport, i.e., people they like, believe, trust and understand. Provide opportunities for the recruiter to speak to key corporate people and conduct company visits.

Fees: A service charge will be required if a placement occurs. The last thing you and the recruiter would want to happen is any misunderstanding at the last moment. That is why recruiters are trained to call in at the highest levels in a company and make sure that someone who can approve the fee does so.

How a Recruiter "Sells" Your Opportunity

The recruiter then takes this Position Description information and packages it. This is necessary because their candidate base has to be motivated to consider new career opportunities. He has to act as your brand ambassador. The recruiter must constantly be prepared to answer the prospect's often non-verbalized question, "What's in it for me?"

In this regard, recruiters find that candidates will move for a combination of six major reasons: -

1.Challenge 2. Location 3. Level of the position 4. Advancement potential

5. Compensation 6. Stability of the company

In Conclusion

Remember that recruiters do not work in the marketplace of 'applicants' i.e. who we consider job hoppers, job shoppers or rejects. A recruiter's marketplace consists of 80% of the working population who are happy, well-appreciated, making good money and who do not have a readymade resume. They attract professionals of uncommon ability - individuals to whom companies might not otherwise have access. Experienced recruiters, through their talent, skill and training, motivate them to move for better opportunities.

Since they are currently working, and not actively on the job market, they will not have current resumes or CVs. Asking a professional recruiter for a resume for this type of individual will often only slow down the process and possibly cause you to lose the opportunity of meeting a prospective top caliber employee. Resumes can always be secured at a later date.

Trust that quality recruiters are doing everything possible to cement a strong working relationship with you. They work mainly by word-of-mouth advertising. And if you are not happy with their results, they will soon be out of business.

The good ones are always in demand and always ready to help you achieve your competitive edge, recruitment targets and partner the whole process.

Human Resources
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