A proven track record. A good recruiter should have up to seventy five percent in repeat customer business, and completion rates that exceed eighty five percent.
Search results. For each assignment, find out how many candidates will be sourced, contacted and interviewed, and how many finalists will be presented.
Availability. If a recruiter is working on more than three current assignments, you can expect limited attention. Junior associates are no substitute to the quality recruitment offered by an experienced pro.
Performers. Recruiters should be doers not overseers. They should conduct the entire search from initial client discussions to research, recruitment, interviewing and final selection. Many recruiters will send their most accomplished recruiter or "rainmaker" on presentations to secure the assignment, but quickly pass on the work to junior associates. Find out if others will be involved with the assignment and what their roles will be.
A recruiter not a recruitment firm. The recruiter is the one performing the search, not the firm.
Industry specialists, not generalists. Specialty recruiters are more capable of completing an assignment quickly. Knowing where to go to find the best talent, and having the ability to quickly gain their confidence of talent is essential for a timely result. Recruiters that specialize within the employer's unique segment of industry are often more effective.
Appropriate position specialists. Recruiters often specialize in lower, middle or executive level assignments. Find a recruiter that specializes in the level position the employer is looking to fill.
Trade association involvement. Association involvement helps establish a recruiter's reputation and network of contacts. Find out what personal involvement and contributions the recruiter has made through participation in trade committees, writing articles for trade magazines, giving talks at industry events, and other prominent networking avenues.
Twelve month guarantee. Make sure if the new hire resigns or is terminated within twelve months, the recruiter provides a replacement at no professional fee.
Recruiters with good references. Validate recruiter claims of successes and industry involvement. Speak to references that can discuss recent accomplishments, ethical recruiting practices, and prove long-term, repeat business.
Premium service. Cost is usually the lowest factor on any hiring survey when employers are questioned on the most important factors looked for in selecting an executive search. The old adage, "you get what you pay for" is true in most cases when hiring an executive recruiter.
Reasonable blockage. Check "off limit" policies. Find out what firms are "off limits" to the recruiter (protected firms that cannot be recruited from). If those firms are likely sources to fill the position, do not work with a recruiter who cannot touch those executives.
National capability. A national recruiter can often recruit a localized market effectively, but a local recruiter rarely can recruit a national market effectively. It is even far more important to find a successful recruiter who will locate the best candidates than one who happens to be based nearby.
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