Making informed, intelligent decisions regarding when and how to select the correct vendor for your staffing needs is critical to a satisfactory experience. Once selected, it’s equally important to provide them with the optimal opportunity to assist you.
Companies should reach out for assistance only when they really need it. Engaging an agency when a strong preference or reasonable likelihood of filling the role through internal methods exists can significantly affect the quality of service you receive from your vendor. Violations of this principle will lead to your job listings finding their way to the bottom of the vendor priority list, a frustrating place to be when you find yourself in a position of really needing assistance.
Once its time to seek third party assistance, vetting a prospective vendor is not as daunting a task as it may seem. The employer should consider companies with deep relevant experience in recruiting the type of roles involved. Virtually as important is the identification of a vendor whose leadership shares your core values. A vendor whose operating principles closely mirror yours is typically necessary before providing the access and information (beyond the job description) necessary for them to be most effective as they engage the marketplace on your behalf.
Once you have selected your vendor, take their calls, respond to requests for additional information and in general, do whatever possible to assist them in their efforts, including detailed feedback on candidates rejected. A good recruiter learns from mistakes, provided they understand its’ nature. Treat them as you would an extension of your organization, which they are.
Although there are many options for companies seeking third party assistance for their staffing requirements, they are not all created equal. Once you have found an agency that is responsive, providing highly quality candidates in a timely fashion, that relationship should be nurtured with the attention and respect it deserves.