Guide for Choosing the Right Recruiter for Your Business

A business’ number one asset is its people. Without quality employees, problems in business are more likely to surface. In fact, in his new book Recruit Rockstars, author Jeff Hyman asserts that an overwhelming 90 percent of business dilemmas are the direct result of recruiting inefficiencies.

 

The role of a recruiter is straightforward: Match job candidates with the right skills with employers looking to hire qualified talent. A dizzying array of details, however, make choosing the right recruiter for your business more complex. Here is a guide to ensure your business partners with the ideal recruiter.

 

1. Decide between internal or external recruiters

Recruiting professionals are known in the industry via diverse monikers. Traditional titles may include “Recruiter” or “Hiring Specialist.” Creative titles should also be given equal consideration. Recruiters may refer to themselves as “Employee Success Manager,” “Director of First Impressions” or “Talent Whisperer.”

 

While recruiters may answer to variations of the traditional job title, business owners are tasked with determining whether an internal or external recruiter is best suited to perform the job. The differences between the two are major and highly impact a business’ operations.

 

An internal recruiter (aka corporate recruiter) is a company employee who receives a salary as would any other employee. This type of recruiter is most gainful to companies, since internal recruiters are not paid additional fees. Internal recruiters also find candidates in the most cost-effective ways.

 

Upon initially meeting with a potential internal recruiter, the ideal candidate will show interest by asking questions to further learn about company goals. An important step in evaluating future dealings is to assess the level of chemistry with the potential recruiter.

 

A business owner should be comfortable expressing needs to the recruiter, since an empathetic relationship is likely to succeed. Remember that a business owner and recruiter are partners who will continually work together to pursue the most optimal business outcomes.

 

A company may elect to partner with an external recruiter. Such recruiters are varied and come in the form of regional companies, local firms and national agencies. Executive search firms specialize in filling high-level positions. They differ in whether they operate as contingency or retained recruiters.

 

2. Understand compensation arrangements

Recruiters who work on a contingency basis work strictly on a pay-for-performance basis. Commissions are only earned when candidates are placed. The new hire must also remain successfully employed with the company for a specified duration, which is often three months beyond the trial period.

 

Contingency recruiters heavily rely on contingency commission as a means of compensation. For example, a company pays $15,000 to a contingency recruiter when the new hire is placed in a position that pays $60,000 in the first year. Contingency commission can be as high as 25 percent.

 

Retained recruiters operate to fill high-level positions, like VPs, that pay upwards of $150,000 per year. In such arrangements, companies set a specified time limit for the search and pay an upfront cost to the retained recruiter. Plus, retained recruiters have exclusivity on the job.

 

3. Identify search completion rates

A competent recruiter will be able to complete a search within a given time frame. The national average is 90 to 120 days. A recruiter who is not bogged down with searches will effectively halve that time period. Longer searches lose companies money, as the position remains unfilled.

 

Companies should also know how many searches a potential recruiter is handling. A recruiter may concurrently work on twelve or four. Quality recruiters limit the number of searches on their plate in order to invest more personal attention to each candidate.

 

4. Inquire about specialization

Companies who partner with recruiters that specialize in a given industry or job function will see greater success. Additionally, business owners should find out if the recruiter operates in certain geographic locations, meaning they are invested in filling jobs in particular cities.

5. Determine investment

It is not uncommon for recruiters to delegate a major portion of the workload to interns or call centers. Talented recruiters create a hand-picked list of candidates, understand the nuances of communicating with these opportunities and engage in persistent follow-up practices—all means to hiring success.

 

6. Know success rates

Ask the recruiter to reveal their successful completion metrics. When the metrics for the numbers of searches completed are high, such as 80 to 90 percent, it’s an indication of high-performance. Significant consideration should also be given to interview-to-offer ratios and offer-to-close percentages.

 

7. Learn vetting procedures

A recruiter should understand the company’s culture and expectations in regard to skill levels sought. Integrating these factors into the selection process is key. Business owners should know how many rounds of interviews are conducted and whether they are held in-person or via technology.

 

Delegating the process 100 percent to a recruiter is ill advised. Company owners who play a role in the hiring process gain fruitful results. They should review candidates who have been contacted as well as interview results. Such information leads to invaluable input and necessary adjustments.

 

Your company can recruit top-tier candidates by working with HRBOOST®. As a Chicagoland team with experienced human resources professionals on your side, we are positioned to provide a wide range of comprehensive recruitment services. Our on-demand recruiter services are ideal for businesses with varying needs.

 

HRBOOST® targets qualified job candidates and brings them to you. Our professional recruitment services start with a job posting inviting the best job seekers. We evaluate prospective candidates through preliminary screening, facilitate interviews and assist our clients with final job offers.

 

Operating on a flat fee per position basis, HRBOOST® services also include onboarding support. Our team offers the additional option of charging for time, if it better suits your hiring goals. We are also uniquely flexible when it comes to terms of engagement for utilizing our professional recruitment services.

 

Choose HRBOOST® when you seek a skilled recruiting agency in Chicagoland. As a locally based company, we’ll introduce prospective candidates who best meet your job criteria to your business. Consult HRBOOST® to attract top-notch employees and give your company the competitive edge.