How To Pick The Right Recruiter For A Growing Business

January 2nd, 2014 | by BloggerOne
How To Pick The Right Recruiter For A Growing Business

Many companies today are choosing to outsource the hiring process to a professional recruiter. The majority of these companies made this switch to help them save time and money. If you are a growing business and the hiring process has become too cumbersome for your current HR department, a recruiter may be the perfect solution. However, if you do not select the right recruiter that will send you the right candidates, it could cost your company more money in the end.

Here are some tips to help you find the right recruiter for your growing business.

Experience is Everything

When finding a recruiter for your business, experience is one of the most important factors. Not just experience as a recruiter, but also experience in your specific industry. The recruiter must know the ins and outs of the business and how to communicate properly with potential job candidates. Many recruiters have actually worked in the industry before branching off and becoming a full-time recruiter. This experience is crucial and can make the difference between finding a good recruiter and hiring a great recruiter.

Are They Willing to Meet in Person?

Recruiters often handle most of the workload from a remote location. However, it is important that they take the time to meet you and some of you staff in-person. This will help them get a feel for your business and provide them with a better understanding of what you are looking for in an employee. Without this face-to-face meeting, it would be difficult for the recruiter to fully grasp the specific needs of your company. Many recruiters offer this service, so keep searching until you find the right one to work for you.

Good Communication is Key

Communication is another key factor in finding the right recruiter. Contact them on several occasions to ask questions and see how promptly they reply to your call and provide you with the information you requested. If they do not follow through when they are trying to win over your business, they are not likely to communicate once they have been hired. You also want to know that they are listening to what you want.

Do you have to keep repeating yourself or reminding them of your specific needs and requests? If so, this is not the right recruiter for your business. You need a recruiter who will listen the first time and fully understand the demands of your business, the responsibilities involved in the position, and the type of job candidate you want.

What is Their Placement Success Rate?

Previous success is usually a good indication of future success. Ask the recruiter what their placement success rate is, and how long the hired employees stay in those positions. Do not just take the recruiter’s word for it, ask for references of companies within your specific industry. Contact these references and ask about their success rate with the recruiter and whether they provided them with viable job candidates.

Type of Software Used

Find out what type of software the recruiter uses to track and maintain job postings and applications. You want to know how advanced this software is and if it can sort applicants by the specific qualification or previous experience you need in the job candidate. Find out if this software can provide you with instant real-time reports that will allow you to consistently check the status of all your different job postings, and share that information with your staff. This will allow you and your staff to work with the recruiter to find the right employees for your growing business.

Hiring a recruiter for your growing business may be the best solution for you, as long as you take your time to find the right recruiter to work for you. If you are still unsure about whether your business needs to outsource the hiring process, you may want to consider purchasing recruitment software.

This software can help you instantly post job listings to multiple sites, track and manage resumes and applications, create customized questionnaires for each applicant to complete, and filter through the applications for particular job specifications. This alternative is substantially less expensive, and allows you to maintain greater control over the candidate selection.

Eric Foutch is a writer and is interested in ways to streamline a business.