You need to fill an important position within your organization and you want someone fresh who doesn’t already work for you. An external recruiting partner helps you assess a pool of available candidates outside your current staff. They will find you quality candidates and present you a list of the best of them.

When you have a great relationship with your external recruiting partner, communication is effortless. Staying on the same page is a great way to ensure that they always know exactly what you’re looking for. Here are some other tips to make sure you get the most out of your external recruiting partner.

1. Communication Is Everything

A recruiter will have several questions about you, your organization, and the role you’re looking to fill. Keeping an open line of communication helps the process move forward. After all, if the end goal is to hire someone soon, you need to answer their questions promptly so they know how to proceed. When communication stalls, so too can the recruitment process. Recruiting is a dynamic process and each project is different. Open and honest communication is the best way to ensure you and your external recruiting partner are always on the same page.

2. Meet Your External Recruiting Partner In Person

The growing digital office environment is great, but can also be impersonal. Meeting your external recruiting partner in person, or better yet, inviting them to your office is a great way to start the process. When they come into your office to meet, they get a much better sense of your brand. Knowing who you are and what you do on a more personal level helps them to better assess candidates interested in the position. Your company culture is important to you, and it also matters to prospective employees. An external recruiter can communicate and sell your company to great candidates much better if they’ve actually been there.

3. Provide Your External Recruiting Partner With Feedback

If you ever have any comments or ideas for your external recruiter, please feel free to share it. Feedback is important in any profession. Just like you want feedback from your customers and clients to hear the best ways to improve, so do external recruiters. They are trying to do their job as best as they can and find you exactly what you’re looking for. If you feel they did a great job, let them know what they did well. On the other hand, maybe you felt they could improve in some areas. Share your thoughts. This goes back to how keeping open communication is the best way to get the most out of your external recruiting partner.

4. Consider Their Advice When They Offer It

Say you feel that a candidate just won’t be a great fit for whatever reason and your external recruiting partner disagrees. They make a case for the candidate based on experience hiring people for similar jobs or industries. Don’t make the mistake of undervaluing their opinion. They may work closely with many of your competitors and have important insights on the market and potential challenges moving forward. Again, everything falls back on open communication and trusting that each person will do their job well.

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Quovis, Inc. is a professional search firm, dedicated to building business teams with bright, productive professionals. From recruiting to consulting, our principals Brian and Dan continue in earnest to deliver exceptional talent and services while giving clients, candidates, and employees the utmost respect and support.