How To Get the Best Out of Your Recruitment Partners
Last week, one of my recruitment clients phoned to ask for some help. She was training new managers on internal recruitment processes, and wanted some guidance on how to develop good relationships with recruitment agencies. She said: 'As a recruitment agency we believe in the service that a good agency provides. We therefore encourage our managers to develop relationships with selected recruitment to recruitment agencies too'.
So, here is a quick summary of the main points we discussed:
- Keep your recruitment partners advised of current openings, perhaps just a quick email once a fortnight or so. Over time, they will build up a picture of the types of roles and people that you look for; and you will be first in line when a star candidate becomes available.
- Make sure your recruitment partners know how and when to keep in contact with you. Of course, good recruiters will ask you what your expectations of their service are; but if they don't ask, tell them.
- As above, a good consultant should keep in touch with you regularly, even if it's just to say they are still looking for suitable candidates. They will also be using this call to check that nothing substantial has changed with the vacancy - just as you would when you telephone your clients.
- A good consultant should be employing Executive Recruiting strategies in a candidate short marketplace. Be selfish! Think of your own career development and always take their call if you can. If they leave a message, return the call as soon as you can. You may need something from this recruiter in the near future if 'things change' in your company. (Granted, not something my client was pleased to hear but nevertheless a sensible point).
- Developing a relationship with a good recruiter can provide you with another place to go for advice and help. We have helped clients this year with:
- Advice about salary and benefit levels for a new management structure
- Advice on advertising and websites
- Informal advice regarding current candidates available in the marketplace
