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5 innovative ways to ensure your external Recruiting Partners are looking out for your best interest

Comments Off on 5 innovative ways to ensure your external Recruiting Partners are looking out for your best interestWritten on May 27th, 2015 by
Categories: Corporate Recruiters, Human Resources
RecruitAlliance - Total Recruiter Management SolutionRecruiting Agencies deliver top talent, when your internal team cannot.

It's always interesting to hear how HR and Corporate Recruiters feel about relationships with third-party staffing and search agencies. If you've ever had a hard-to-fill position, you probably reached out to a local agency to utilize their assistance. You may feel like outside Recruiters waste your time, send you poor candidates, and charge too much when a placement is made. In reality, staffing and recruitment professionals specialize exclusively in sourcing top talent, and have the ability to pick up the phone to connect directly with your competitor's best employees--on your behalf. There are no job boards, social media sites, email campaigns, or other methods of recruitment that provide a more powerful means of hiring 'spot on' talent than leveraging a recruiting firm.

How strong are your partnerships with third-party recruiters? What can you do to build quality business relationships, versus one of mistrust by both parties? How can organizations ensure their third-party recruiting partners will continue to supply them with top talent, instead of utilizing them as a candidate source?

Here are five proven ways to have recruiters beating down your doors to refer you the best and brightest candidates.

1. Create an environment of open communication with your partners. Imagine being tasked with finding a needle in a haystack, but you don't know what a needle is. Recruiters are provided with countless, meaningless job descriptions and asked to find the right person. If you want results, you have to articulate the intricacies of each position, and realize that questions will come up as they interview prospective candidates. Responding to email inquiries on a timely basis can be the difference between making a hire and hiring the most qualified candidate available in the market.

2. Offer recruiting partners a competitive fee, or risk becoming a candidate source. If you really think about it, why would you want to negotiate fees with third-party agencies if the search is only contingent? You're not required to hire the referred candidate, and in the event the recruiter does present your ideal next hire, you know they deserve to be compensated accordingly. Remember, the value external recruiters bring to your company is passive talent. These are people you don't otherwise have access to. If you're not willing to pay for top talent, or you attempt to underpay your search partner, they have the option to walk away from future searches for your company.

3. Evaluate and adjust whether other parties receive a portion of your Recruiter's fee. Do you post your fee-eligible jobs on a Vendor Management portal that takes a portion of the Recruiter's fee when they make a hire? Some popular VMS's take as much as 25% of the full fee--making working your search much less attractive. If a search professional has the option of referring an exceptional candidate to their client who pays them 100% of the fee, or to you--where they must give up 25% of their billing, can you guess who will receive the candidate? Always seek out Vendor Management Solutions who honor your recruiting vendors, with a business model that is mutually beneficial to all parties involved.

4. If you hire a candidate during the guarantee period, don't forget to pay the Recruiter. Unless you're engaged in a retained search, your recruiting partner is working for free--pending the chance that you hire their referral. When you end up hiring their candidate for another requisition, but have not been in communication with the recruiter, do the right thing, unless your contract states otherwise. A quick email letting them know you hired their candidate speaks volumes about the value of your partnership, and if the agency finds out you ended up making a hire without contacting them--you can bet you will become a candidate source.

5. Dealing with agencies can be cumbersome, unless you implement a Total Recruiter solution. RecruitAlliance integrates with your ATS, is a stand-alone VMS, and can empower your organization to reduce costs, manage workflow, and improve your recruiting process. Recruiters love the platform, because they never have to give up a portion of their fee--this means you can tap in to the top tier talent pool, seamlessly. To learn more about their Total Recruiter Management solution, click here.

The process of working with external recruiters successfully continues to challenge organizations across all industries. Begin utilizing the five essential tips provided in this article, and you'll be capable of transforming your talent--ulitmately improving your commpany, on a holistic-level.

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