Working with Recruiters

• 1. Make sure the firm can conduct a thorough search. Under their ethics code, a recruiter can’t approach the executive talent of a former client for a period of 2 years after completing a search for that client. Since former clients are off limits for 2 years, the recruiter must search from a constantly diminishing pool.
• 2. Meet the individual who will actually handle your assignment.
• 3. Make sure to ask how much the search firm charges. Get the agreement in writing.
• 4. Make sure the recruiter and you agree on what sort of individual to hire for the position
• 5. Ask if the recruiter has vetted the final candidates. Do not be surprised if the answer is, “No, I just get candidates—we don’t really screen them.”
• 6. Never rely solely on any recruiter do all the reference checking. Let them check the candidates’ references, but get notes of these references in writing from the recruiter. Recheck at least the final candidates’ references yourself.
• 7. Consider using a recruiter who has a special expertise in your specific industry— he or she may have the best grasp of who’s available.
• Executive Recruiters can also perform Internal Recruiting.
• Referrals and Walk-Ins

  • Often offers prizes or cash awards for referrals that lead to hiring.
  • Referral’s big advantage is that it tends to generate “more applicants, more hires, and a higher yield ratio
• On Demand Recruiting Services (ODRS) - are recruiters who are paid by the hour or project, instead of a percentage fee, to support a specific project.
• College Recruiting

  • One problem is that such recruiting is expensive.
• Internships - For students, they can mean honing business skills, learning more about potential employers, and discovering one’s career likes.
• Telecommuters - Do all or most of their work remotely, often from home, using information technology.
• Military Personnel - Returning and discharged U.S. military personnel provide an excellent source of trained and disciplined recruits.