Interviewing, Hiring And Working With A Recruiter


Knowing when the appropriate time is to start working with a recruiter is key to getting the most bang for your buck.
Having an effective relationship with your recruiter is also very important.
Many companies are in different situations and circumstances from a human resources perspective.
On one end of the spectrum, some companies have robust human resources and internal recruiting departments.
On the other end, smaller businesses may have zero recruiting capacity and rely on managers to act as human resources.
Of course, you also have everything in between and a headhunter can be useful for any type of situation.


There are some particular situations where working with a recruiter would really be ideal.
One may be if you are a smaller company and you don’t have a centralized human resources department.
Second, some human resources departments don’t have the capacity or aren’t set up to do recruiting and talent acquisition.
In either of these cases, you are likely either relying on people to find you organically through job postings or boards.
When using things like Indeed or ZipRecruiter, or just relying on people to find your postings, you could be losing a lot of time money.


I recommend every company have some type of talent acquisition strategy, whether internal, centralized or external.
If you are truly interested in growing your company and hiring the right talent you cannot simply rely on word-of-mouth through your employees.
It’s critical that you have a proactive outbound talent acquisition strategy.
If you can’t hire full-time HR then you should allocate resources to hiring an external recruiting firm.
It’s going to be more cost effective to move monies being spent on job boards into a budget for a recruiter.


A good recruiter is going to be wildly more effective than using job boards.
If you’re a larger company with a robust talent acquisition team, you’re likely able to fill requisitions internally.
Even then, it’s smart to have some good recruiters on call if your team gets overloaded.
It’s smart to have some solid backup help to fill critical and more urgent needs.
Even if you’re somewhere in the middle, it’s a good idea to have a good recruiter in your back pocket.


No matter where you stand, you want a good recruiter relationship that you can rely on to produce results.
Choosing the right recruiting company to work with can be tricky.
Most recruiting firms out there in the market are focused heavily on volume rather than quality.
Many recruiters’ strategy is to get as many people in front of you for a particular position and hope that something sticks.
This is a chief complaint from our clients that recruiting companies don’t understand the business or the positions.
It’s important to ask how they go about it and if their focus is more on quality or quantity.
If your recruiter starts sending you a high-volume of low-quality resumes, I would stop working that recruiter.
You want to find a recruiter that focuses on quality over quantity.
One way to do that is to hire a recruiter if that has experience and specialty in your industry or in your field.
Don’t hire a recruiting firm that focuses primarily on technology positions to work on your marketing, or vice versa.
This is one way to support quality over quantity when you’re hiring recruiter is to ask them a lot of questions.
You want to find out what makes them different, what are the differentiators, what kind of support structures do they have, etc.
A one or two person recruiting business is likely going to be extremely overloaded.
Overloaded recruiters may not be able to provide you with the customer service and support that you need.


Another important thing when you hire a recruiter is that they be in high communication.
You never want to expect anybody to fully understand your business or the positions you need to fill.
Recruiters are exposed to a wide variety of companies and people and often within the same industry.
Make sure you’re giving your recruiter detailed feedback on candidates and information about the positions you’re needing to fill.
Providing as many possible details and being in strong communication with that person will help to give you the best experience.
Recruiters are going to want to move as fast as possible with their candidates because they know candidates are in high demand.
Recruiters also know that you want to move as fast as possible, so you need to let them know what you like and don’t like about a candidate.
The more feedback you can give the recruiter, the more they’re going to be able to hone in on the right person for you.


Headhunters are an invaluable asset in today’s competitive job market.
If you are truly interested in hiring top talent, you must have a proactive outbound talent acquisition strategy.
Nobody can rely on organic and downtown acquisition – it simply doesn’t get the best talent.
Whether you’re a big company or small company, working with a recruiter can help when needed.
Be sure that you have high communication with that person and be sure they provide you customer service.
Lastly, be sure that they provide you quality over quantity.
Build the relationship, work together, and you will hire the best talent with a great headhunter!

How do you know if you’ve found the best talent for the job?
Check out this list.