When you’re dealing with a hard-to-fill position or need to fill a key role quickly, a recruiter can be the perfect solution. We strongly suggest working with a niche recruiting firm (for example, Venters Recruits is a great choice if you’re looking for Rockstar Millwrights, HVAC Techs, or Mechanics — and yes, that’s a completely unbiased recommendation!).
If you’ve decided to bring a recruiter on board, it’s important to dive in fully. Success in working with a recruiter depends on forming a true partnership. Too often, relationships between clients and recruiters are adversarial. This can happen when recruiters are just pushing to make a deal or when an HR rep begrudgingly works with a staffing agency because they were told they had to. These types of setups are transactional, and while placements may still happen, a true partnership is what leads to real success. Both parties need to be fully invested and work toward a shared goal.
Here are a few strategies to ensure you’re getting the most out of your recruiter partnership:
Collaborate
It might sound a little unconventional, but as Vanilla Ice once said, “collaborate and listen!” This applies to both the client and the recruiter. Before giving your recruiter the job req details, talk to them about what you’ve already done in your search.
If you’ve run job ads, let your recruiter know where you’ve posted them. Some agencies (not Rockstar) heavily rely on job ads, and if you’ve already posted on Indeed or ZipRecruiter, there’s no point in duplicating efforts.
On the flip side, ask your recruiter what strategies they plan to use to find candidates. You want to be comfortable with their approach since they’ll be representing your brand. When they share their strategy, feel free to offer suggestions. Sometimes, collaborating can help you come up with creative ideas that neither of you would have thought of alone. For example, we once needed to find a Mechanic who would also handle social media content. I suggested looking for auto mechanic vloggers and bloggers on YouTube, and the client provided some specific channels to focus on, leading to a successful hire.
Honesty
Honesty goes both ways. If you’re not open with your recruiter, or they aren’t open with you, the process will stall. Although it may feel awkward at times, it’s better to be upfront than waste valuable time.
Clients, here are a few things you should be honest about:
- Why is the position open? If it’s due to growth, great! We’ll highlight that in our search. If it’s due to attendance issues or turnover, we’ll need to address that upfront during screening.
- Challenges in filling the role: If previous candidates didn’t work out for specific reasons, let us know so we can adjust our search strategy accordingly.
- Urgency and consequences: What happens if the role isn’t filled in 30, 60, or 90 days? Understanding the impact on your business can help prioritize the search.
- Must-haves vs. nice-to-haves: Be clear about what’s essential and what’s flexible.
Recruiters, be honest with your client about:
- Their reputation: If there are negative reviews or feedback online, let them know. They can’t address it if they’re unaware, and it could be affecting their ability to attract quality candidates.
- Compensation analysis: If the salary offering is too low compared to competitors, share that insight. It’s vital for setting the right expectations.
- The real feedback: Share interview feedback, even the tough stuff. Small tweaks can lead to a much better experience for both sides.
Communicate
Clear and timely communication is critical. Good candidates won’t stay available for long, so when we send you a candidate, we expect feedback within 24 hours. Delayed responses signal that the search isn’t a priority, and we might not give it the attention it deserves.
Be specific with feedback. If you decide not to move forward with a candidate, provide clear reasons. Some clients hesitate to give detailed feedback because they fear recruiters will get defensive. If that’s the case, it might be time to find a new recruiter! Good recruiters will use feedback constructively and adjust the search accordingly.
Manage Your Expectations
Good recruiters are like hunters or fishermen: If there’s no talent in the pool, we can’t catch anything. Additionally, if you’re looking for top-tier candidates but have a limited budget, be prepared for that discrepancy.
Understand what you offer, what you truly need, and what you can reasonably expect in return. If you’re offering average pay, expect to attract average candidates. Talented candidates often expect competitive compensation, especially if they’re already employed and in demand.
Maximize your success with a recruiter by collaborating, communicating openly, being honest, and managing your expectations.
If you’re looking to hire Rockstar Mechanics, HVAC Technicians, or Millwrights, reach out to us at mark@venters.ca or call 1-905-703-8383. We’ll go beyond the job boards to find the true Rockstars you need!
