Create A Robust Job Description – Sit down with your recruiter to clearly outline and define the job description. What are the specific responsibilities related to the job? What skills are required and what similar, transferrable skills can be considered when finding qualified candidates. Together, come up with a list of keywords that will help your recruiter maximize success when screening and sourcing.
Invite The Recruiter(s) In For a Meet-and-Greet With The Hiring Manager(s) – It’s important for your chosen staffing firm to truly understand the internal culture and working environment, and there is no better way to do that, than to have them take a tour of the department(s) they will be recruiting for. Successful recruiters often ask to spend a couple hours observing what life is like within the department, talking to not only the Hiring Manager(s), but other employees they would be working with as well. It’s easy for recruiters to source qualified candidates based on pre-defined skill sets, but when they truly understand what working life is like for the positions they are looking to fill, you are helping them to maximize their success in filling each job for you.
Define the On-Boarding and Paperwork Process Prior To Getting Started – We hear it all too often, that the company was presented with the perfect candidate (purple unicorn), but when it came down to the on-boarding process, the candidate was disqualified due to not being able to pass the job related pre-screen requirements or assessments. To avoid the heartache of dealing with this issue, make sure to communicate, in writing, all on-boarding requirements, processes, and paperwork.
Make Them Part Of Your TEAM – Successful staffing firms become an extension of your company. By making them feel a part of your team, recruiters get excited to work with you, which also means they may take it personally when they succeed and/or fail. This is not necessarily a bad thing either, because they feel their work and efforts are valued by the client company.
COMMUNICATE – COMMUNICATE – COMMUNICATE – It’s important to establish communication expectations immediately with your agency. Client companies deserve to be updated regularly, no matter if there has been recruiting progress or not. Likewise, client companies need to communicate regular updates with their agency, so they are in the know if/when things change. Did you fill the position internally?, did another agency fill it?, is the position on hold?, did the requirements change?, etc. When communication lacks, the entire process can fall apart, leaving both parties scarred from a bad experience that could have been avoided should there not have been a lack of communication.