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As more and more companies decide to hire a recruitment agency to help with hiring needs, here are some tips on how to do this right.

PUBLISHED JUNE 10th, 2022 11:19 AM

Author: Krisztina Veres


Finding talent these days is extremely challenging. With more open roles than job seekers, hiring managers need to be creative to find the right people. Making the best impression, sending the right message and reaching the target audience before a competitor is not easy — even under normal market conditions.

As more and more companies decide to hire a recruitment agency to help with hiring needs, here are some tips on how to do this right.

1. Pick a Specialist

There are thousands of recruitment agencies in North America, some of which only focus on a certain segment — executive search or temporary staffing solutions, for example. Other agencies specialize in a certain industry, such as manufacturing, retail or finance. When a hiring manager decides to engage a consultant, I always recommend going with a specialist, as they know your industry well, understand common jargon and likely have access to a solid pool of candidates. Moreover, passive talent will be more likely to engage with a specialist recruiter.

2. Bigger vs. Smaller

There is a constant debate about whether bigger or smaller is better when it comes to recruitment agencies. There are pros and cons on both sides. Bigger firms have more flexibility in payment terms, and they may have more bandwidth than a smaller consultant. Meanwhile, smaller, more boutique agencies may be more niche and utilize non-traditional search methods such as artificial intelligence (AI) and social media to source talent. Additionally, they may provide a more tailor-made approach to their clients and candidates.

3. Work With Only One

In a candidate-driven market, nothing is more annoying than two or more recruiters contacting talent for the same role. Imagine for a moment that you are a data scientist with a niche. You get calls and messages from recruiters nearly every day — whether or not you are looking for new work. You are already annoyed by the constant flow of inquiries, but mention of the same positions within the same companies just makes you tune out everything altogether.

4. Negotiate Good Terms

Recruiters love clients who can give them more than one assignment, but that doesn't mean you should assign an agency more than one position right away. If you negotiate what is called a master agreement, it will show that you are willing to give them more work if they deliver great results. A master agreement can be canceled at any time, but while it's in place, you can enjoy the benefits of potentially better rates and faster turnaround time if you have pressing hiring needs.

5. Set Your Recruiter Up for Success

A recruiter can't deliver great results unless you are fully invested in the process. In other words, don't just send a recruiter a job description and wait for them to fill your role. It must be a partnership — the more you share, the more they can help you. Be ready to spend time talking about your company, its culture and the position. Make sure you consistently provide prompt feedback. Finally, treat your recruiter as a trusted consultant. If they share something with you about the candidate, listen.

Partnering with the right recruitment consultant can save hiring managers a lot of headache, time and money. There is currently a war for top talent, and finding a messenger to identify and engage the best candidates is far from easy. These days, there are no second impressions; job seekers have many choices, and it is crucial to mitigate the risk of losing out on the best of them.