So you’re considering working with a recruiter, but aren’t sure how to get started. Or maybe you’ve worked with a headhunter in the past and had a less-than-optimum experience. In either case, you could benefit from the following tips, which make it easier to have a profitable search firm experience. No longer do you have to go it alone, finding and discarding candidate after candidate. Here’s your crash course for working with recruiters.

Let The Recruiter Take The Lead With Compensation

Recruiters understand how to navigate the complex world of salary offers, and they’re usually better at it than most HR departments. Let them take the lead with the candidate here because it will save you time and effort, and keep relations good with the candidate from the start. Of course, that’s not to say you should let the headhunter decide the salary, because of course that’s not true. Make sure you give them the information upfront, and explain what kind of flexibility you’re working with.

Learn The Difference Between Contingency And Retained

If you’re a very small company with a one-time candidate need, chances are you’ll want to opt for a contingency model. That means you don’t pay the recruiter until the candidate is found, after which you give them a percentage of the new hire’s salary (20-30 percent, usually). If you’re a large company with ongoing staffing needs, though, you’ll probably want to use a retained model. It’s less finicky, and you can easily get help with temporary and permanent candidates alike.

Be Very, Very Specific In Your Needs

External recruiters don’t love confining their candidates to women or minorities, for instance, because they want absolute freedom to find the best person for the job. However, they also value equality and will absolutely follow your direction in finding the right candidate. Not if you don’t tell them, though. If you have parameters for a job beyond qualifications, you need to be upfront.

Don’t Assume A Search Firm Understands A Job Inside And Out

Again, specificity is important. Recruiters, especially those in your industry or geographic area, are very knowledgeable. Does that mean they understand the complete job duties of an Enrolled Agent who is trained to represent corporate clients to the IRS? No, you’ll probably have to fill them in on the finer details of this role. That’s okay and doesn’t mean the recruiter isn’t suited to help you.

Know Whether Your Recruiter Turns To A Pool Or Starts A Fresh Search

Some recruiters keep a pool of candidates on hand, then turn to their files whenever a client (you) needs something. This might get you results faster, and if your recruiter specializes in your area, is usually a good way to get the process going. However, you also want to make sure that a search firm is willing to look outside that pool. Otherwise, they may restrict the search too greatly and fail to find the best job candidates. Like anything else in life, working with a recruiter takes time to perfect. The good news? Once you find a recruiter you like, you’ll have a much easier time matching roles to perfect job candidates, and you can keep that recruiter on board for life. Candidate search: achieved.

Partner With Premier

Building a successful relationship with a recruiter can significantly streamline your hiring process and help you find the perfect candidates. By being clear about your needs, understanding the recruitment model that suits your company, and trusting your recruiter’s expertise, you can maximize the value of this partnership. At Premier Talent Partners, we’re committed to making recruitment a seamless and rewarding experience for businesses of all sizes. Let us help you find the right talent to drive your success—reach out to our team today.