10 questions to ask a Recruitment Agency to determine if they’re the right partner...

As the economy continues to recover and thrive, more companies are looking to hire and although some companies may try to go it alone, most will be looking to partner with an established, successful recruiting firm to help get the job done. 

The recruiting landscape is cluttered with a multitude of new and varying recruiting companies all vying for your business. With the advent of new aggregate technology, more and more recruiting firms pop up promising ‘quick fills, proprietary methods, and top candidates.’ So how do you go about securing a successful partnership with the strongest and most relevant recruiting partner for your company? 

I set you a challenge… Ask 10 simple questions to your existing or potential new Recruitment agency to determine if there the right partner for you in 2021.

How long have you been in business?

Established recruiting firms are obviously head and shoulders above the newer and less experienced recruiting firms. Firms that have been in the business a long time should also be able to provide a long list of satisfied clients. Top firms should be able to say they are 100% referenceable. 

Do you speak to every candidate before submitting a CV?

The best recruiters know their candidates well and have either met them in person or, at the very least, had an in-depth phone or Zoom/Skype conversation with them. They should be able to talk in detail about their skills, experience and capabilities, understand what their expectations are, and let you know how they’re likely to come across at interview. A recruiter who takes the time to get to know the candidates they’re recommending is far more likely to achieve a successful recruit.

Do you video interview the candidate prior to sending CV?

Next to a live interview, a video interview is the second-best thing for getting to know more about the candidates. Thanks to a host of video tools available at the moment (Zoom, Skype, Hinterview, Appear.in…) A recruitment partner should be investing in these technologies to assist you find the right fit for your organisation as well as saving you time.

Do you find passive candidates or just through your database? 

Of all the questions to ask a potential recruiting partner, perhaps this is the most loaded.The more successful firms, such as Rayner Personnel, pride themselves on sourcing passive candidates; ones who are gainfully employed. TIP: The best candidates for your open requisitions are more often than not, still employed by someone else. This is the difficult part about filling your openings and why a strong recruiting partner, who identifies passive candidates, is a must. 

What are your fees? 

Detailing of fees should always be discussed up front, with no hidden costs or surprises along the way. Both companies need to know exactly the billing roadmap in their partnership.

Do you understand the job the candidates does?

Using a recruiter that is a specialist in your field will give you an added advantage. Firstly, they normally come from the sector and secondly they are speaking to candidates and clients in the sector on a daily basis and will more often than not fill your vacancy quicker and more efficiently.

Do you recommend any books/personal development to your candidates?

A recruiter that truly cares about candidate development is one that will go the extra mile for both candidate and client. Here at Rayner Personnel, we take ownership of our candidates an our relationship is ongoing t ensure they flourish in their new role.

What is your guarantee?

It seems everyone offers a guarantee nowadays, but the better firms will obviously be able to stand behind stronger and more robust guarantees. TIP: Look for a three-month minimum guarantee.

Will you be submitting your candidates to only us, or to other companies as well?

A very important question to ask, as most firms are constantly multi-tasking multiple clients. But a reputable firm will keep the accounts separate and never show a candidate to two different clients at the same time. 

How will you add value to our recruitment process?

If you’re still undecided, the answer to this one could be the decider. Do they enhance their service with guidance on talent management, dedicate time to helping candidates prepare for interviews, or invest in an advice-giving blog? Do they produce a candidate brief? Will they keep in regular contact and work in partnership with you? Are they an agency you can trust to be open and honest? See what their clients have to say.

Getting the right people into your business can improve your productivity, your profitability and your competitiveness – taking the time to ask these questions will help you find the right recruitment partner to achieve it.

Hopefully these questions will point you in the right direction of an established recruitment firm and a successful partnership. 

Happy hiring in 2021!