Finding the right fit when it comes to management recruiters is a lot like shopping for a car. You may know some of the characteristics you are looki
Finding the right fit when it comes to management recruiters is a lot like shopping for a car. You may know some of the characteristics you are looking for but there are a lot of features that you probably don’t know about. As with most things, a little knowledge can go a long way. Here are some basics to aid you in finding the best recruiting firm for your management needs.
Management recruiters come in two types, the generalists and the specialists. If you are looking for top level talent you want the specialist. Specialists can be specific to industry, like oil and gas, or to position type, like sales or information technology. These types of firms are constantly recruiting in their given field of expertise and will have their finger on the pulse of the business they specialize in. They will truly understand your needs and will have the knowledge and resources to find you the best management candidates. Generalists are typically more reactive, waiting for your phone call before they begin recruiting prospective hires for you.
A recruiting firm with an established network of professionalsin the field, either those placed by the firm in their current positions or companies where the firm has placed previous applicants, will have an existing pipeline of talent to tap in to. Not only can they utilize those specific contacts but they will have access to valuable referrals from established managers and top level executives. Especially useful for top level positions, well-networked management recruiters will have a reputation with the kind of professionals that you want to talk to and greater access to top management candidates. This is an area where management recruiters can truly provide value.
All management recruiters will tell you they have an established processfor assessing potential candidates and screening them for specific positions such as yours. But most fall short in this area. A simple interview does not make for a thorough process. Look for firms that have a documented template of qualifying standards for candidates. They should ask you detailed questions about he position you are hiring for and the type of person you seek. A recruiting firm that has a thorough process in place will limit the candidates you see to those most qualified for your specific position, saving you time and the headaches that come with interviewing the wrong people.
Too often hiring organizations choose management recruiters based on experience in a given field without considering how much management level placement they have done. It seems like a simple concept and yet it is the most commonly overlooked. Ask prospective firms for statistics on their top-level recruiting and references from other hiring organizations. Well qualified firms will be accepting of your query and strive to put your concerns at ease with information to support their qualifications. Management recruiters can offer a lot of value if they fit your needs best. Take the time to evaluate prospective management recruiters just as you would potential employees. In the long term your company can benefit greatly from it.
Rhys is a tenacious, top performing Senior Sales Recruiter with 11+ years of focused experience in the Digital Media, Mobile, Software, Technology and B2B verticals. He has a successful track record of headhunting top performing sales candidates for some of the most exciting brands in North America. He is a Certified Recruitment Specialist (CRS) and has expert experience in prospecting new business, client retention/renewals and managing top performing sales and recruitment teams. Rhys enjoys spending quality time with his wife, son, and two daughters, BBQing on a hot summer day, tropical vacations and cottaging.