Just like Arnold and Danny in the movie Twins, even though we are in the same family and can be accused of all being the same, all Recruiters (AKA Headhunters) are different. When an employer decides to engage with a recruiter, there are a few factors they must consider. It amazes us that very few employers ever ask us anything about our firm, our markets or our expertise and what we do to earn our money. What we do constantly hear, however, is “How much will this cost me?”
I know that price is important, but service and success should trump cost. In this day and age where talented people are in short supply and high demand, employers need to consider utilizing firms that can deliver, not firms that claim to deliver. Not all attorneys and doctors are the same, and not all recruiters are the same. The next time you talk to a headhunter regarding a search assignment, these 3 tips may help:
1. Ask the headhunter how long they have been in the business, and what is their area of expertise. Tenure alone is not the key. It is their knowledge, skills and your comfort level with them that’s important.
2. Find out the firms “recruitment process”. Ask them questions, such as: What do you do for your fee? How do you find candidates? Do you recruit them, Monster dive, go to job boards? How do you earn your fee? Do you interview the candidates? If they say, “Yes we do”, have them explain the process. Find out if they qualify candidates on such things as counter offer risk factor, compensation requirements, reasons for leaving, and sincerity. You want to work with recruiters that take pride in their work, and truly earn their commissions. It amazes me how employers pay headhunters at the same rate, but every recruiter performs the search process differently. Ask yourself, “What am I getting for the fee I am paying?”
3. Identify their follow-up process with candidates and with you. I would think that you would want a recruiter to give you candidate feedback after interviews. Believe it or not, you as an employer may find it useful in the deal making process.
In closing, remember to dig a little and choose your headhunters as wisely as you choose your next hire.