How to Work With Recruiters and Get Results

Last Updated on 8th October 2020 by Freddie Chirgwin-Bell

How to Work With Recruiters and Get Results Title Image

A Business Guide to Working With Recruiters

Hiring people can be a stressful time for any business.

There’s a lot to do: post advertisements, collect CVs, read CVs, organise interviews and even more to keep a track of.

That’s why working with a recruitment agency can take the hassle out of it, as we have the tools and access to people who most businesses can’t find. We also help save you a lot of time and hassle.

However, there are certain things you need to know when working with an agency.

Find a good recruiter

No two recruitment agencies and no two recruiters are the same. Make sure you find great quality recruitment agents.

The best way is to look for an agency or recruiter who is registered with The Recruitment & Employment Confederation (REC). This is the industry body who ensures the regulation of recruiters and enforces codes of best practice for us.

Click on the member directory and type in your postcode. This will bring up recruitment agencies and agents in your area who meet the standards of best practices when it comes to finding you your next hire.

With a REC registered recruiter you know you are getting a good quality agency that adheres to best practices to find you the person right for the role.

A good recruiter will also have guarantees in place to help settle your mind at ease. Most operate on a no placement no fee basis and as such will have guarantees in place to refund you should the person leave before a certain time period (for example if they rock up to work for two weeks and then leave).

Another question is: Is your recruiter GDPR compliant? This is an important question to consider as recruitment agencies handle a lot of personal data. From CVs to Equal Opportunities forms, DBS checks and more.

This is all highly sensitive personal information so you want an agency that handles data with discretion and security. You also want to know that everything they are doing is legal and above board.

Be Specific & Realistic

A great example of this are accurate and honest job specs.

There’s no point in asking for a project engineer with two pages plus of job-specific skills and experience when in fact you’re looking for a graduate to fill an entry-level role.

Here’s the thing; You need to know what you actually want. If you write the job specs make sure they’re specific. Or at the very least let us know what you want and we can write up a description. An inaccurate job spec doesn’t reflect poorly on us but on you and your business.

Think about what you want the candidate to do on a daily basis and include that, but be realistic. Again, if it’s an entry-level role or pay scale, don’t expect senior-level experience or qualifications.

Build a relationship

We want to build a relationship with you. A good recruiter wants to get to know you and get to know the business. The more we understand you, your company, your company culture, your business needs the more we can tailor our tactics and search to find people that fit not only the job description but the company culture. By doing this we become much better at our jobs sourcing the right people for you.

Have an open and honest relationship with us- tell us exactly what you are looking for. It will increase the chance of us finding you the best candidates. A lot of agencies work on a “no placement no fee” basis so we want to place the best person and be successful. Your success is our success, literally. We should know the good and bad points of your business. We’re not going to reveal these to the candidate but it does give us an idea of how to overcome any objections they may have.

We also want constructive feedback. It’s really useful for us in tailoring our search and understanding what you want from the candidates we put forward. If we do put forward someone who you don’t think is suitable, let us know but also let us know why they are unsuitable.

This continues into and throughout the entire interview process.

Provide definite timelines for interviews and start dates, constructive feedback on why CVs were a no to help guide our search. Extensive feedback on the interviews to allow us to help our candidates with their next interviews. 

Not only does all of this build a relationship between your business and ours but also lets us find you the best person. At the end of the day, we’re matchmakers, and there is so much more to people than just a CV.

It’s a candidates market -commit and be quick

Candidates won’t wait. Recruitment is a fast paced and competitive industry because it is a candidate driven market.

What we mean by this is candidates are often receiving multiple job offers, as well as their current employers trying to offer more for them to stay on as their employee. It’s not just about salary, but the whole package.

Candidates have a smorgasbord of choices and can negotiate better salaries, flexible working, remote working, career development and education budgets and other perks. If you can’t offer what a candidate is looking for, you’re likely to lose them to a competitor.

These candidates want to get into work quickly, so when you commit to looking at CVs, interviewing people or deciding who to hire you need to be responsive.

This is not a time to be indecisive.

Act quickly to secure the very best people. When we as recruiters get a CV and it has passed screening, don’t be hesitant. Organising an interview needs to happen quickly. Candidates expect quick responses and so after interviewing the candidate, you have made a commitment. Try and stick to that; if you don’t it reflects on YOUR business (we will keep in touch with the candidate about any news or no news).

Don’t worry about calling us and saying there’s been a delay or that you haven’t checked yet. Keep us in the loop. That way we can talk with the candidate and ease any fears or worries they may have.

Don’t go radio silent, there is nothing more frustrating.

We will be applying the candidate for other suitable roles too. Remember recruitment is a two headed business, we’re matchmakers. We have to make sure both parties are happy. So commit to providing an answer (even if it’s a rejection) as quickly as possible so we can continue to help you and continue to help the candidate.

Answer the phone, Reply to the email

A recruiter’s life is spent either on the phone or on email. We also work, very quickly. We want to help find people for you as quickly and efficiently as possible.

So there is nothing more frustrating when we are calling and emailing and getting zero response.

As we mentioned in the previous point, it’s a candidates market and it moves fast. So when we call, you need to answer (or at the very least return our calls). You will be surprised how many companies start off with clear communication and swift responses, to only disappear on us like a ghost, never to be heard of again.

The same goes for emails. We will send you a lot of paperwork by email (CVs, contracts, Equal Opportunities Forms, documents etc) so we need to know that you have received these emails and are processing them.

We’re not expecting instant responses, we know you’re very busy people. But we are expecting a response within a reasonably quick amount of time. If there is going to be a delay, however, let us know!

We’re a business too, we know that other things get in the way of your day to day! That’s OK just a quick email saying you’re delayed and we can forward the message on.

Don’t go on the CV alone – We’ve whittled it down for a reason

There is no such thing as the perfect candidate. Sorry to burst your bubble but the likelihood of finding someone who fits your role and job description 100% is close to 0%.

What we will do is find someone as close to your job description as possible and also let you know whether they would fit in your company and its environment.

Don’t go on CV alone. A good recruiter has met the candidate, given you a great overview of their suitability and it’s worth seeing them (even if it’s not 100% obvious in their CV). 

Besides, Morgan Jones is a firm believer of “Hire People – Not Paper”. What we mean by this is that if you hire purely on what their CV says and don’t take time to consider their personality, their work ethic, the culture fit or, more succinctly, who they are as a human being then you are making a huge error. Sometimes you might get lucky and find a good candidate, but we consider the person behind the CV and will only forward people who we believe are a good fit.

We help you, we don’t replace you

A recruitment agency doesn’t replace anything in your company. We are merely an addition to it. It’s your brand we’re trying to sell to the candidates. This will attract the best people and also makes sure we can clearly communicate your EVP (or Employee Value Proposition).

We can’t replace a bad brand image.

We want to help find people that will build your business and make it a success. So we will look at what makes your business unique and provides value to a potential candidate.

A common issue is the interview process. It’s a time filled with nerves and emotions so if it goes wrong or sour, the whole interview process can leave a good or bad taste with a candidate. This reflects on how you treat employees and candidates. So make sure that you know how to treat candidates throughout the process as this is a reflection on you as a company and not us. A good recruiter will support you and help you throughout every step of the way.

At the end of the day, you are still in control and will make the final decision. You are the one with the final say, but we help speed up the process freeing up your time and removing the hassle of the process. As we said earlier, most firms work on a “No Placement – No Fee” basis so it is in our best interest to take care of your best interest and find you the perfect person that will benefit your business.