RESOURCES FEATURED ARTICLE:   Become A Partner (Not Just Another Client) Hiring is back, and so is the uneasy relationship between workforce management executives and the search firms they use to fill open positions. High-performance partnerships are possible if both parties commit to communicate openly and regularly so that expectations are clear. Your professional Recruiter can be a company's most effective link to that ELUSIVE, QUALIFIED CANDIDATE POOL. However, getting the most from the services a search firm has to offer can be impacted greatly by the way the client employer works with the Recruiter. Read on for some tips for getting the most effectiveness out of your relationship with your Recruiter. Pick the right Recruiter. Choosing a Recruiter who specializes in finding the type of candidate you desire can be the first and most important step you take in the search process. This professional will fill your job more quickly since he/she will already have a database and/or network of candidates with skills relevant to your position. There will be no long learning curve for them to get up to speed if that's what you desire. Work with one good Recruiter. You've heard the old adage, "Too Many Cooks Spoil The Broth," well, the same is true with Recruiters. If you have put the job out with several contingency Recruiters because you think you will have a lot of people out searching on your vacancy, it is probably just the opposite. Sure, any Recruiter will present a candidate who just happens to be in his/her database, but if there are no good matches will they really "search it" like they are expected to? The fact of the matter is that a Recruiter will spend more time working your assignment if he/she knows you are working only with them. Share ALL the job details. Give more information to your Recruiter than simply the education and experience stated in your job description. Describe the type of personality you are looking for, the positives and negatives about your opportunity, the key challenges that will immediately face the new employee, etc. There's never too much information that you can offer. A better-informed Recruiter will find a better match. Be forthright in dealing with your Recruiter. Tell it like it is. Let the Recruiter know the status of the search at all times (i.e. how many total candidates there are, if there are any internal candidates, how the Recruiter's candidates really stack up, and when the job is most likely to get filled, etc.). Don't play games. Maintain your Recruiter's trust in you as a client and they will work harder for you. Treat candidates with respect. Don't keep the candidate waiting for the interview and don't allow interruptions during the interview process. Let the candidate know that he/she is your number one priority at this time. Make an overall positive impression because it is a small world and candidates do speak to others - - as well as to the Recruiter who brought them through your door - - who can be potential candidates for your organization down the road. Be willing to do some selling. We call it recruiting. Your search professional will take the time to present all the positives about your organization and its opportunity to the potential candidates. However, when they come for an interview, the hiring authority and everyone the candidate meets MUST be willing to reiterate the positives and talk to them about the good stuff. They should come right out and say why the candidate should join the company, what they like about working for the company and cover all the positive things from the benefits to the communication styles and to the corporate culture (all the things that make your organization a great place to work). This does NOT mean to exaggerate or mislead. The truth is that most employers have so many good things to offer these days in benefits and culture (put into place specifically to attract employees), but they don't always remember to talk about them at the interview. Even though your Recruiter has already done so, you still need to SELL, SELL, SELL! Act promptly. Time kills deals in recruiting as in business. When your Recruiter calls you it is for a good reason, so call back promptly. You don't want to miss out on a great candidate who has other offers and is moving quickly. Once you have interviewed a candidate give feedback promptly to your Recruiter so it can be shared with the candidate in a timely manner as well. This is only common courtesy once a candidate has invested time in visiting your organization. Follow the decision-making process. Let the Recruiter know in advance who will be involved in the interviewing process, who will make the ultimate decision and when and then stick with that plan. Don't change things mid-stream. This really slows down the whole process and does not allow for fair comparison of candidates. Build a lasting relationship with your Recruiter.  Once you have found a search firm or Recruiter who works well with you remember them for future searches. You can build a relationship whereby the Recruiter gets to know your organization, your company culture, your benefits package, your likes dislikes in candidate traits, etc. extremely well. THIS IS PRICELESS! A visit to your site by the Recruiter can also be arranged to help develop a stronger relationship. Think about it, this saves the employer (that's you!) time by not having to repeat all of the company information every time they have a new search assignment. Plus, the Recruiter can share first-hand details about the workplace and location with candidates. This key recruitment partner will eventually become an expert in identifying the type of people you prefer to have joining your organization. In conclusion. Clearly, a lot of the information presented here is common sense. Unfortunately, the harsh reality is that the recruiting industry does not live up to its inherent expectations. Over the years, staffing firms and independent Recruiters alike have done little to change the perception that they have real value to offer. That's why it's critical to foster a strong relationship once you've found the right agency/Recruiter. The difference? You will become a true business partner and not just another client. More importantly, they will become a valued business partner and not just another Recruiter. SOURCE:  "Managing The Search Firm" by Fay Hansen   http://www.workforce.com/section/06/feature/24/37/74/index_printer.html

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