It’s not easy, is it? You just want a good service at a fair price, but everyone’s website makes similar claims of a first-class service. Most recruiters can impress when they’re pitching at you, but that’s an entirely different skillset to attracting and engaging the right people and managing them through a process.
So how can you make sure you’re picking the right recruiter?
Get examples of written marketing
Whether you’re in the market for a new job or an air fryer, all searches now start online. So modern recruitment requires skillful writers who know how to really connect with people.
It doesn’t matter how impressive the recruiter’s pitch was, if their job adverts read like they were written by a child. The examples they show you should make you feel genuinely interested, yourself. If the adverts look like job specs, packed full of meaningless clichés, you’re looking at a recruiter who hasn’t moved with the times.
Ask to speak with existing clients
Yes, of course, they will pick their biggest fans for you to speak with, but at least you can have a thorough conversation. This is not the same as getting written testimonials by the way, as many recruiters write them themselves – and you can tell from the similarities in vocabulary between them all. You could also read Google reviews online to see honest feedback from both clients and candidates about how it’s really like to work with that recruiter. Coincidentally, you can check out Headstar’s Google reviews here.
Focus on success not failure
If rebates and refunds are a focus for you when vetting an agency – you’re doing this completely back to front. You wouldn’t have much confidence in a builder who offered a free rebuild if your house fell down. Instead ask about how the agency trains its recruiters as this single point will have the biggest impact on your success rate. This answer should be detailed and be very different to what you would have heard 10 years ago.
Meet them in person
And most importantly, make them bring the consultants who will actually be working on your role. Any agency can wheel out an experienced Director to dazzle you with their sales skills but if they pass your brief to an underpaid, undertrained junior, you’ve been short changed. Recruitment is about people, so vet them.
Use this guide to make sure you’re making a reliable decision on who to use to fill your vacancy. Invest the time now and it will pay off in the short, medium and long term.
