Whether you are a fast growing company or a large mature organization, from time to time it may be necessary to engage with recruiting agencies.
Whether you are a fast growing company or a large mature organization, from time to time it may be necessary to engage with recruiting agencies. Recruiting agencies can be very helpful in helping to fill a role fast. However, finding the right recruitment partner can sometimes be hit or miss. So how does a company ensure they are working with the right recruitment partner? When engaging recruiting agencies, there are 3 things you should look for in order to avoid getting the wrong people put in front of you for the roles you need to fill.
We are sales recruiters. We only recruit sales people…period. If you want us to find your company an engineer or accountant, we are not the company for you. By focusing on selling, we have the ability to do a better job for our clients because we are not distracted by working on other types of roles where we may not have as much experience. Plus we are all sales people ourselves which is why we are great at filling sales roles and not so great on finding you a controller. When engaging recruiting agencies, make sure they have expertise for the roll you are looking to fill. Otherwise, you may get someone who is unfamiliar with the requirements of the job and not get the right candidates.
When I say experience, I’m talking about experience they have working on similar roles for similar companies. If you are looking for a tech support person, look for recruiting agencies that have experience filling tech support roles for software companies. Get references from them and make sure the person you are dealing with was the one who worked on that role.
Many recruiting agencies do not have a well laid out process for how to find, screen and submit candidates to organizations. This quite often leads to a lot of resumes that don’t meet the requirements for the job. Ask about how they go about finding candidates (both active and passive), how they conduct their screening and finally, how to they rank or prioritize candidates they submit. You should be getting no more than 3 or 4 submissions per role. If you have to sort through more than that, they are not doing their job and they are not the recruitment agency for you.
By following these 3 simple guidelines, you’ll avoid a lot of hassle and more importantly, you’ll have a better chance of finding the right candidate for your role.
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.