Finding talent these days is extremely difficult. With more open positions than job seekers, hiring managers need to get creative to find the right people. Making the best impression, sending the right message and reaching the target audience before a competitor is not easy, even under normal market conditions.
As more companies decide to hire a staffing agency to meet their hiring needs, here are some tips for getting it right.
1. Choose a specialist
There are thousands of recruitment agencies in North America, some of which only focus on a certain segment – executive search or temporary placement solutions, for example. Other agencies specialize in a certain industry, such as manufacturing, retail, or finance. When a hiring manager decides to hire a consultant, I always recommend hiring a specialist, as they know your industry well, understand common jargon, and likely have access to a solid pool of candidates. Additionally, passive talent will be more likely to engage with a specialist recruiter.
2. Bigger or smaller
There is a constant debate about whether recruitment agencies are bigger or smaller. There are pros and cons on both sides. Large companies have more flexibility in terms of payment, and they may have more bandwidth than a small consultant. Meanwhile, smaller, more specialized agencies may be more specialized and use non-traditional search methods such as artificial intelligence (AI) and social media to find talent. In addition, they can offer a more personalized approach to their clients and candidates.
3. Work with just one
In a candidate-driven market, nothing is more annoying than two or more recruiters reaching out to talent for the same role. Imagine for a moment that you are a data scientist with a niche. You receive calls and messages from recruiters almost every day, whether or not you are looking for a new job. You’re already annoyed by the constant stream of inquiries, but mentioning the same positions at the same companies just makes you ignore everything.
4. Negotiate good terms
Recruiters like clients who can give them more than one assignment, but that doesn’t mean you should immediately assign more than one position to an agency. If you negotiate what is called a framework agreement, it will show that you are ready to give them more work if they perform well. A framework agreement can be canceled at any time, but while it’s in place, you can reap the benefits of potentially better rates and a faster turnaround time if you have pressing hiring needs.
5. Prepare your recruiter for success
A recruiter cannot deliver great results unless you are fully invested in the process. In other words, don’t just send a job description to a recruiter and expect them to fill your role. It should be a partnership – the more you share, the more they can help you. Be prepared to spend time talking about your company, its culture, and the position. Make sure to always provide prompt feedback. Finally, treat your recruiter as a trusted consultant. If they share something with you about the candidate, listen.
Partnering with the right recruitment consultant can save recruiting managers a lot of headaches, time and money. There is currently a war for the best talent, and finding a messenger to identify and hire the best candidates is far from easy. These days, there are no second impressions; job seekers have many choices, and mitigating the risk of losing the best of them is crucial.