Developing a Partnership with your Recruiter

by: Michael Lazrus

In 25 years in the staffing world, I’ve often been struck by the seeming conflict or lack of cooperation between “us” and “you”. Most professional recruiters are painfully aware of the unsavory practices of some of our colleagues – headhunters and worse. Many of us, however, bring dedication, integrity, passion and skill to our craft. We are incented by money, but we are motivated by a strong desire to provide the best in service – speedily, artfully, accurately. It is our business to understand your motivations, needs, and desires.

It occurs to me that if employers and their internal agents knew what we need to succeed on their behalf that it would be a win-win.

Contingent Agencies and Staffing Firms work for Free.

contingent staffing agency

  • Average Recruiting company fills less than 10% of the jobs they “write”
  • Average employer interviews 10 people or more to get a hire
  • Typical recruiter works 50-60 hours a week to make 1-2 perm hires or 2-4 contract hires a month
  • A highly successful recruiter will earn $200-$500,000 year
  • Average recruiter earns $60,000

What would make the recruiter (and therefore client) more successful?

  • We’re on the same team – we have a shared goal – understand that!
  • Give us the tools we need:
    • Details – Take the time to explain fully the job duties, qualifications, cultural anomalies etc.  The more we know, the better we are able to screen effectively. It takes 15 minutes to give us this data. It takes the same 15 minutes to review each bad submittal and hours of peoples’ time to interview the wrong candidate.
    • Urgency – Let us know the true urgency, time frame and interview process.
    • QUICK Turn-around – Feedback on a candidate within 24 hours – This is a hot market.
    • Detailed Feedback on Submittals – This is key. Your partner may miss, but it is likely they made an honest effort to show you someone on target. Without proper feedback, the mistake will more likely be repeated.
    • Promptly Schedule Interviews – If management is too busy to interview, it’s because they have a lack of resources – take the time or end the search.
    • Detailed and Prompt Feedback on Interviews – see above.
    • Decide about a Candidate on her/his merits – You’re not kicking tires – If you find someone who can do the job and fits your culture hire them. Comparison shopping usually leads to disappointment.

Candidates are not RESOURCES, not RESUMES, they are people = treat them with the respect that you would wish.