Choosing the right recruitment specialist to support your business is a critical decision that can have a direct impact on the calibre of your team and ultimately the performance of the overall finance function. 

Following several requests from key clients over the last couple of months we have decided to provide a blog to respond to regular questions and issues many of our clients come across when recruiting staff.  In talking with our Clients, we often find the same issues and challenges to be recurring and I hope these articles will be of use to you. We certainly welcome any feedback so jump onto our Facebook, Google+ or LinkedIn pages to stay connected!

To help you make the right decision on which recruiter is right for your business, I have prepared several qualifying questions you can be asking your recruiters to ascertain their level of competency and effectiveness.

Q. Are you able to give examples of the roles you have actually placed in the last six months?
A lot of recruiters will try tell you about all the jobs they have heard of or worked on. If you really want to measure your recruiters’ success, base your questions on what they have actually accomplished.

Q. What types of businesses have you recruited for in the last six months?
Ideally you want to be working with a recruiter who has the right talent pool to support your business. If you are working with a recruiter who predominantly recruits staff for the public sector, are they likely to have the right candidates for roles in oil and gas and vice versa?

Q. How long have you been recruiting for?
Although this answer wont’ tell you everything you need to know, it is a useful measure to gauge the depth and quality of a recruiter’s networks. It takes a good 12 months for a recruiter to build the depth and quality of networks necessary to support a business effectively. People with more experience behind them will have a deeper network of calibre and quality candidates compared to recruiters who are still learning who the good, average and poor performers in the market are.

Q. What percentage of the candidates you place are generated from referrals versus Seek?
Although Seek and other online advertising mediums are very useful at identifying candidates who are actively looking for work, it still requires a significant amount of additional background checking and research by a recruiter to ascertain how strong a candidate is. Working with candidates who have been recommended on generally help ensure a better overall quality.

Q. How long does it take you on average to shortlist a position?
Outside of finding the right type of person, a recruiter is supposed to help save you time. Most recruiters should be able to shortlist a contract role within a few hours and a perm role within 1 – 2 days. If you are finding it is taking your recruiter longer to do this, you may need to start exploring the reasons for it.

Q. How Many Resumes do you send across on average for each role you recruit?
I generally find that if a recruiter really understands your business and what you are looking for in a candidate, they really don’t need to be sending 3 – 6 candidates. Ideally you want to be focusing on quality over quantity.

Q. Do you do mostly permanent or temporary recruitment?
There are a lot of different models in the market where some recruiters only recruit permanent or temporary and sometimes both. There are a lot of different techniques that go into identifying the right types of candidate and someone’s availability has a significant impact on how a recruiter will source their talent pool. Ideally you want to ensure a recruiter’s talent pool is aligned with the needs of your business.

If you are aware of anyone open to new opportunities, please feel free to pass this email on to them. We are also happy to have a confidential discussion with anyone interested in learning about the merits of working in recruitment. Alternatively they are welcome to contact Steven Lane on 07 3135 9780.

Leave a comment