Career Search Consultants llc

How To Work With a Recruiter to Hire New Employee's:

Expectations:

Our experience as recruiters has taught us that we should work hard at the beginning of every search to make sure that both recruiter and client (you) understand the expectations that each of us have for the other.

With that in mind we have put together an outline of "Terms and conditions" for working with us.

In short:

1) We don't charge you unless you hire a candidate we present.

2) We don't charge you if you find candidates on your own.

3) Our charge is based on the candidate’s first year compensation.

4) Our referrals are valid for one year.

(We either have or will send out an agreement to you to spell it out in legal terms)

What do we expect?

1) That you keep all information about our candidates confidential.

2) When we submit candidates, give us feedback on all of the candidates we present in a timely manner (even if you are not interested this helps us to fine-tune our search for you, which in turn helps us to save your time and ours and ultimately keep both our costs lower).

3) Take the time to accurately discuss the opening and provide as much detail as possible with us. If you have company brochures or other information that helps us to sell the opportunity with your company that would be very helpful.

4) Let us know if there are any specific questions or information you would like to have on candidates we submit.

5) Keep us informed on the status of the position, for example: if you think you have a candidate you are going to hire, let us know. We need to work together so we don't waste your time or our time.

6) Keep us informed of your schedule if you will be unavailable for extended periods of time.

Suggestions for success:

Put together a time line for hiring. When do you expect to have the candidate on board? Can all of the people who need to be involved in the interview process be available in that time frame? Tentatively set up times that you know everyone would be available to interview.

If you give us specific dates, it gives us targets, we prioritize your position and ultimately, you get better results. We want to make sure that the candidates understand the time frame involved so that they don't lose interest or think that you have lost interest in them. Time, when it is not properly managed, can damage even the best hires.

The most important factor is communication, if we keep a good communication flow we will both be successful!

One final note:

One pitfall that we run into occasionally, is the company who is having trouble filling a position on their own. They don’t want to pay to use a recruiter, but they feel they have to get the candidate they want. Because the market is forcing them to use a recruiter a negative attitude can develop. Remember it is not the recruiter’s fault that top people are hard to come by. We are in place as a solution to the tight market, not the cause. Don’t let it get in the way of building a relationship that will help you achieve the goals you have. The recruiter will quickly pick up on it and move on to another position, and neither one of you will be successful! As contingency recruiters, our survival depends on us working with customer who will work with us as part of the team!