The 1 Question to Ask When Sourcing a New Staffing Partner

The 1 Question to Ask When Sourcing a New Staffing Partner
If your job is related to hiring in any way, chances are you routinely receive calls from recruitment firms looking to sell you their services. For most employers, all agency sales pitches sound the same, but you also know there are big differences in the quality of their service; Bigger is not necessarily better.
One of the easiest ways to assess the quality of a recruitment firm the next time they call is to ask a single question, a question that’ll  give you the biggest clue to their potential for success:
“Tell me about the experience of the RECRUITERS who will be working on my jobs?”
If that salesperson is unable or unwilling to provide you with specific details about their recruiters’ experience, then you might be setting yourself up for a lot of wasted time and poor results. Think about it. Employers rarely get to meet the people doing the actual recruiting on their behalf, but these recruiters are the ones promoting your brand in the market, identifying and engaging candidates on your behalf, negotiating compensation, and ultimately convincing candidates to accept your offers. How can you be sure they’re the right fit for your business and are presenting the best “face” to candidates for you? You can’t.
Like most professions, it takes years to hone the craft to become an expert recruiter. Experienced recruiters have many advantages over their junior counterparts, including deeper networks, a bigger arsenal of recruiting tactics, and most importantly, the ability to properly assess a job description and quickly figure out exactly what the right candidate looks like. They command much stronger credibility and influence with candidates, greatly reducing inflated expectations and rejected offers as a result.
While there are many agencies out there with exceptionally strong recruiters, unfortunately, there are just as many that talk a big game and write a great RFP, but when you actually look under the hood, you may discover that they place very little value on the recruitment function.

Red Flags to Watch for in a Recruiting Agency

With a few pointed questions and a little research, if you discover any of these red flags about your potential recruitment partner, they may not be the right one for you.

  • Their recruiters are very “junior” recruiters or recent graduates with little or no industry experience.
  • They have high recruiter turnover, which may be a sign that good recruiters leave because they are poorly compensated and/or not highly valued.
  • Junior recruiters have been quickly promoted to client-facing sales roles to make way for the next crop of junior recruiters.
  • They play the volume game, relying on salespeople to bring in loads of orders and junior recruiters to fill a small fraction of them through a spray-and-pray approach.

So, the next time a new agency calls you with a slick sales pitch or a big brand name, do a little extra work to make sure they have the recruiting experience necessary to to fill your tough requirements. It could save you a lot of time in the long run.

Direqlink is a hiring platform that gives employers the power to hire the perfect candidate through a network of expert recruiters on your terms and at the lowest cost per hire.
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