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How to Select an Executive Search / Recruiting Firm
Working with and selecting the best recruiter to help
you in your job search is as important as finding the
best possible candidate to fill a vacancy. Selecting a
search firm should not be a matter of flipping a coin
or sheer guesswork. After all, you will be sharing confidential
information with your recruiter and spending thousands
of dollars on the search itself, so you need to make the
extra effort to select a firm that can best handle that
search and best understand your unique needs.
How should you decide which search firm to choose? When
you select a search firm, you should have a complete understanding
of the services to be provided, the method of operation
and limitations affecting the search, as well as who will
handle the assignment and what their fee will be. You
should know what the quality, professionalism, reputation,
and track record of the search firm are. References are
also important. All of this information can be obtained
by interviewing the firm over the telephone in 15 to 20
minutes by asking the appropriate questions.
Here are the basic questions you should ask a search
firm before you give them an assignment to fill. There
will certainly be other questions that may be unique to
your firm or your needs that will supplement this list:
1. How long has your firm been in business? How long
have you been a recruiter? What training have you received?
Does your firm have ongoing educational programs for staff?
2. Does your firm specialize? In what areas? What are
some examples of recent searches/ assignments you have
worked on?
3. Does your firm belong to any professional associations
that have a code of ethics? What are your standards of
business practices? Are you certified by your industry?
4. Do you participate in any organization that will handle
arbitration in the event of a miscommunication between
us?
5. How does your firm operate - locally, regionally,
or nationally?
6. What resources will your firm provide to assure me
that the best possible candidates will be researched and
identified?
7. Does your firm participate in any industry networks
that might minimize the need for me to use more than one
recruiting firm?
8. What are the steps in your process for working on
an assignment? How will you perform and what can I expect
from you as my recruiter?
9. Can you help me develop the job description and profile
of the candidate? Will you be providing me with a detailed
resume/ cover letter? Will you be checking references
and assisting in arranging interviews? Will you be handling
the salary and hiring negotiations? What kind of follow-up
can I expect from you after the hire?
10. What is your company's reputation? What is the background
of the particular recruiter that will be assigned to the
search, his or her knowledge of the industry, and, therefore,
capability to satisfactorily complete the assignment?
11. Does your company have a "hands-off" policy
regarding recruiting from clients? What is your definition
of a "client" company? What companies are you
working with currently that may be off-limits for providing
candidates?
12. What responsibilities do I have in the process? To
what extent will I have to disclose confidential information
about my company?
In summary, choosing a search firm should not be done
by lottery or chance. It should be a conscious step towards
solving one of management's many important problems. When
you take the time to choose the right search firm you
make finding the right candidate a matter of fact - not
luck.
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