Can I use any recruiting firm?

There are more than 125,000 recruiting firms in the US. Most firms focus on a specific area of expertise, e.g. sales and marketing for the computer hardware industry Some recruiting firms may specialize in an even more specific niche, narrowing the specialty to geographic area and even compensation range. For example, a recruiter may place only sales and marketing personnel for data storage devices in the $80-120K salary range in the California area. Therefore a corporation is best served by selecting a recruiting firm whose specialty most closely matches the job requirement. A viable recruiter can readily provide references validating his or her area of expertise.

Should I use a recruiter?

How difficult is the position to fill?In general, the more specific the required qualifications and the higher the level of the position, the more difficult it becomes to find viable candidates. As the degree of difficulty in filling such positions increases, the value of a recruiter to your company increases.

A recruiter has the resources, the network and the time to provide your company with a cross section of qualified candidates for these "difficult to fill" positions.

How much is it costing your company by not having the position filled?

A recruiter can apply his resources and expertise to significantly shorten the process of finding a candidate for the job.

How cost effective is using a recruiter?

In today's highly technical specialized world can the typical HR person effectively find the right candidate for you? Realistically given enough time, they probably can. However, the HR staff is responsible for many functions in a company. Having the time and resources to search for the highly sought after candidate is particularly demanding for most, already overloaded, HR departments. The recruiter's job, on the other hand, is specifically designed to conduct this type of search.

Moreover, and more importantly, the recruiter has the experience to search out, not just the "active candidate" (those who send out resumes and/or post their resumes the Internet) but also the "passive can didate" (those who are gainfully employed and not actively seeking a job change).

What should you expect from a recruiter?

In order to prevent any misunderstandings in the search process, the recruiter should present you with an agreement that carefully stipulates the responsibilities of both parties. This should take place prior to the initiation of any search and should include the specific fee and terms of payment.

A good recruiter will need a detailed understanding of the requirements of the position, as well as an appreciation of your company's strengths and weaknesses. A well-prepared job description, company benefits, and a company profile will help the recruiter to more effectively recruit candidates. Many times this information is available on an existing website or in an annual report.

Armed with the above: The recruiter will search for and screen the candidates utilizing your job description. The recruiter will send you quality and not quantity. The recruiter will prescreen candidate's references prior to any interview. The recruiter will coordinate the scheduling of all interviews. The recruiter can facilitate, by acting as an intermediary in the offer process. The recruiter can serve as "mediator" between the client and the candidate, to minimize any misunderstandings that can sometimes occur in direct negotiations regarding compensation.

What are your company's obligations?

• Provide the recruiter with detailed information about the position, the opportunity, and your company.
• Be responsive to the recruiter in a timely basis.
• Conduct reference checks on a candidate prior to any offer.

How do you find a good recruiter?

• Look for one that specializes in your industry.
• Interview the recruiting firm, and ask them what separates them from other recruiters.
• Ask for references and make sure to check them.

The answers to these questions determine the cost effectiveness of a recruiter. Remember, using the services of a contingency recruiter costs your company nothing until the position is filled.