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How to Work With a Recruiter to Hire

How to Work with a Recruiter

Looking to work with a recruiter? It can be tough to know where to start, so we’ve written a guide to help you navigate recruitment outsourcing.

In the fast-paced world of recruitment, finding the right talent can be a daunting task. The pressure to hire top candidates who align perfectly with your organisation’s needs and culture can sometimes feel overwhelming especially when hiring managers may also have their mind set on a certain type of team member.

Fortunately, working with a specialist recruiter who works with a specific set of candidates every day of the week can take a significant burden off your shoulders. In this guide, we will delve into the art of collaborating with recruiters to optimise your hiring process and discover the best talent for your company. Done correctly, this can be an efficient and effective addition to your organisation’s hiring process. Done poorly, this can be expensive and a heavy investment on your time that results in no hire and a poor candidate experience.

So, what part can you play as the employer to give yourself the best outcome?

How to Work With a Recruiter

1. Clarify Your Requirements

Before reaching out to a recruiter, it’s essential to have a clear idea of what you’re looking in a candidate. Outline the key responsibilities, required skills, experience, and any specific qualifications necessary for the role.

The more precise your hiring needs are, the better equipped the recruiter will be to identify candidates who match your criteria. Explain why the role is open, and if someone left, then explain why they weren’t the right fit and what the right fit would look like.

2. Research and Choose the Right Recruiter

Selecting the right recruiter is a vital step in the hiring process. Research recruiters who specialise in your industry or the specific roles you are looking to fill. Instead of just taking their sales pitch on face value, what verified data can you find online to verify their track record? 

Using a recruitment marketplace like TalentVine is an excellent resource for this purpose, allowing you to compare recruiters based on their fees, performance, client reviews and track record on hiring similar roles for similar employers. Look for recruiters with experience in your field or industry to ensure they have the right connections and knowledge to deliver results. A well-chosen recruiter can significantly increase your chances of landing the perfect candidate and ensuring the candidates’ experiences are as positive as yours.

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3. Establish Open Communication

A successful relationship with your recruiter is built on collaboration and trust. Be open to sharing relevant information about your company’s culture, values, and team dynamics. This allows the recruiter to understand your organisation better and find candidates who not only have the right skills but also fit seamlessly into your company culture.

Ensure you provide recruiters with timely feedback after interviews and remain open to discussing any changes in your hiring criteria. A two-way communication channel fosters transparency and enhances the chances of a successful match.

4. Trust the Recruiter's Expertise

Recruiters are experts in identifying and attracting top talent within their certain niche. Trust their judgement when they present potential candidates for your consideration and be open to exploring potential matches that might not be immediately apparent.

Let’s say you’re looking for a Warehouse Manager to replace someone that’s about to retire from this role. The incumbent might have a lot of the systems and procedures still in their head. So the recruiter might know from experience that hiring someone with good soft skills will be needed as it will be a consultative process that requires good patience to get these processes documented which is different to the standard Warehouse Manager requirement.

Again, this is why you should share as much as you can about the role so the recruiters can work their magic with their wide network of professionals. This includes passive candidates who may not be actively seeking new opportunities but could be the perfect fit for your organisation. They are often working for competitors and have relationships in place with these candidates so can provide reach that you can’t replicate.

5. Provide Constructive Feedback

One of the most vital aspects of working with recruiters is providing them with fast and regular feedback on the candidates that they share with you. Provide feedback around the candidate’s CV, and after interviews, especially in the initial stages as this ensures that they can make adjustments on who to target for the role.

This also enables the recruiters to get back to the candidates as soon as possible as that will positively reflect your employer brand. 

Imagine this scenario. 

A recruiter is representing a candidate and puts them forward to two organisations and they interview with both on the same day. The first company phones the recruiter right after the interview to share their thoughts on the candidate and set them up for a final round interview. The candidate gets to hear this on the same day whilst still excited about the opportunity and knows they have their next step in place.
The second organisation ignores the recruiters’ follow up emails and calls for a few days during which time the recruiter is telling their candidate, “I’m sorry Ms Candidate, I’ve been trying to contact the hiring manager for feedback but we’ve still had no response from them”.
The big difference in candidate experience here is telling so don’t be surprised when a week later the candidate decides that they don’t want to progress with the second company.

6. Be Patient But Decisive

The hiring process can sometimes be time-consuming, and finding the perfect candidate may take longer than anticipated. Exercise patience and remember that quality matches are worth the wait. Trust your recruiter’s commitment to finding the best fit for your needs.

However, once you’ve identified the ideal fit, be decisive in your hiring process. Top candidates are in demand, and a swift hiring decision can prevent losing them to other opportunities.

7. Maintain Professionalism

It’s important to maintain professionalism throughout the process. A strong partnership relies on consistent updates and shared insights. Whether it’s via email, phone calls, or virtual meetings, staying engaged throughout the hiring process will yield the best results.

Remember that while the recruiter is able to source and deliver candidates, it is still the role of TA and Hiring Managers to get them over the line. Your interactions will often be their first exposure to the organisation and its culture so little things like being on time, greeting them with a smile, having an interview room booked, offering them water and ensuring that the rest of the team knows the same thing will go a long way.

Final thoughts

Collaborating with a recruiter through the hiring process can be a game-changer for your organisation. By clearly defining your needs, choosing the right recruiter from TalentVine’s exceptional pool, and building a transparent and communicative partnership, you can unlock a treasure trove of top talent that will propel your company to new heights.

Speaking of trusted recruiters, TalentVine is the ultimate platform to connect with top-notch recruiters who can take your hiring process to the next level. With its innovative approach to matching recruiters with employers, TalentVine simplifies the process and ensures you make the most of your collaboration. With TalentVine by your side, hiring success is within your reach!

TalentVine's Recruiter of the Month July 2023 - Matthew Edwards from Beacon LegalAttrition Rate Formula, Guide and Tips
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