Choosing the right recruitment agency to work with is a critical business decision. Now more so than ever. Recruiting is more difficult now than it has been, in recent memory at least. You need the right talent on your team, and that starts with the right partner helping you to identify and attract them. But it’s more than just that. The firm you choose are your ‘ambassadors’ – they’re the ones carrying your employer brand to the talent you’re hoping to hire. The wrong choice in a partner can do real harm.
The recruiting industry is a competitive and crowded one. With so many options, how can you be sure you’re choosing the right one? Below, you’ll find five key points to consider, and some ways to determine whether the firm you’re considering is a fit.
Structure
There are several ways in which recruitment firms differ structurally from each other. Some – especially executive search firms – work on a retained basis. Many firms work on a strictly contingent basis. Others are a hybrid, charging a portion of the fee upfront, and the balance on a successful placement. Naturally, any fee paid upfront implies exclusivity on the search assignment, but some firms still look for an exclusive relationship even on a contingency basis. Consider all the various options that exist, and weigh the pros and cons of each approach. On some points (particularly the question of whether a portion of the fee can be paid upfront), it may be important to make the decision first, because that decision may narrow your field of options.
Reach
One of the most important factors in a recruitment firm’s ability to provide the results you’re looking for is their reach. Reach, in this case, might have several meanings. One type of reach is the firm’s candidate pool. Do they specialise in a particular kind of field or capability, going deep into a relatively narrow candidate pool that has a common skill set or industry? Or do they cast a broader net, providing access to a broad spectrum of candidates from diverse backgrounds? Geography is also an important consideration, especially these days. If your organisation needs people working on site, then clearly a knowledge of talent local to that area is an important factor. But with remote and hybrid work arrangements becoming increasingly common, a geographic concentration may be less important to you – perhaps not important at all.
Services
Before engaging a firm, you should expect to have a very clear understanding of the service that you’ll receive through the project. Does the firm primarily focus on inbound recruiting, searching their database of existing candidates, and posting jobs on their website and other platforms to attract others? If so, where do they post and what results have they seen from those outreach efforts? Does the firm also conduct outbound recruiting, and more aggressive sourcing of candidates? If so, where do they source, and how do they approach potential candidates? How do they vet and shortlist candidates? Assuming they interview candidates, ask about their interview techniques – the questions they ask, and how they determine fit. When it comes time to select a final candidate and make an offer, what support does the firm offer to you at that stage? All of these are fair questions to ask, and the answers will help you determine whether the firms you’re considering offer the scope of service you’re looking for. On a related note, the varying service levels provided by different firms also correlate to the price variation you may see in the market. If cost is a consideration, you might be able to save some money by working with a firm that doesn’t provide a full slate of services. Alternatively, if you’re able to invest more, you can generally expect a very comprehensive service that takes much of the work off your plate.
Quality
As with any service (in contrast with a product), it’s sometimes difficult to get a read on quality before working with a provider. There are a few objective ways to approach this, though. Review service agreements and contracts carefully. Make sure that these match what you’ve been told verbally. Pay particularly close attention to guarantees that can protect your investment if a placement doesn’t work out. References are another helpful indicator. A firm should be able to provide several references that can speak to the service they’ve received.
There are also some subjective ways to evaluate a prospective service. In particular, ask about messaging. The way a recruiter describes your company may form a candidate’s first impression. How would they describe your company? What do they see as the unique value proposition you offer potential candidates? If a highly desirable candidate is on the fence, how would they approach the need to ‘sell’ them?
Relationships
The final consideration is arguably the most important. Business is all about relationships. The relationship you have with the person supporting your recruitment efforts is one of the most important.
The quality of communication in this relationship, especially, will determine how successful the outcome is. At the outset of any project, there should be open and honest communication. You should feel able to be completely open about factors that might affect the search – challenges, for example, that the successful candidate will face when they start in their new position. Similarly, the recruiter should be able to be honest with you about issues they anticipate – for instance, offering guidance on whether the compensation package is competitive given the current market. If your relationship with a prospective recruiter doesn’t provide for that level of openness and honesty, you may want to reconsider. As you embark on any recruitment project, there will be successes , and there will also be challenges (hopefully more of the former than the latter). A healthy and constructive working relationship will carry you through all of that, and provide the best chance of a successful outcome.
We’re proud to work with the clients we have, because we know they’ve taken the time to evaluate the service we provide, to make sure we’re a good fit for each other. In turn, we’ve been able to develop great working relationships with them; collaborative relationships that allow us to be successful in supporting their talent acquisition efforts.