What Does The Recruiter Need To Know? / Why Does The Recruiter Need To Know ? (Part II The Client)

Vantage Points Header Joel ElvesonAS DISCUSSED in Part I of this Article, we know there are two principles in the recruiting process that the recruiter must work with. Yesterday I focused on the candidate side of the process insofar as to what information the recruiter will need to obtain from the candidate while elaborating as to why the recruiter needs this information. Also included in that article what the repercussions would be if the candidate willfully withheld truthful information about their past employment history as well as the repercussions of willfully withholding truthful information about their background.

In this article which is the final part of this two-part series of articles I am going to discuss what information the hiring entity will need to provide in detail to the recruiter and why the recruiter needs that information. You may notice that some of the requested information will be similar if not exactly the same as what the candidate was asked to provide. The necessity of the hiring entity being completely truthful with the recruiter along with the repercussions they face for willfully withholding vital or factual information.

Having gone over the essentials from the first article and introducing the topics to be covered in this article it’s time to get into the “nuts and bolts” aka the crux of the article. One of the most basic pieces of information the recruiter needs is a detailed job description. In other words what will this person be doing? From there the experience needed in terms of years, type, etc. is necessary information to start the recruitment process moving forward.

Why does the recruiter need this information? To start with in order to recruit a candidate for the opening the recruiter must be able to pass along to the candidate what the various functions they will be doing. The experience you are looking for in terms of years and type are necessary so that the recruiter only sends you resumes of candidates who meet that criteria.

The recruiter will also want and need to know who this position reports to or in other words who will be the hired candidate’s supervisor and what their title is. It is crucial that the recruiter know how long this position has been open, is this a new position, or is the person who currently holds this job being dismissed or leaving for whatever reason.

Why does the recruiter need this information? The information mentioned above is needed because candidates will ask the recruiter these questions. If the recruiter does not have this information to pass along to candidates there will be no candidates to present. The more details the recruiter has at their disposal the search process becomes that much more fluid.

How does your hiring process work? In this case what the recruiter needs to know how many interviews do you conduct before you make a hiring decision, who are the interviews with, will a background, credit check be done prior to an offer being extended or will you make an offer that is contingent on passing the above in addition the candidate providing verifiable references? What is the total length of time your process takes from initial interview to offer including the amount of time you allow to lapse before bringing a candidate back?

Why does the recruiter need this information? Once again these are questions that candidates will ask the recruiter who must be able to answer them in complete detail. Or if there is a candidate that was sourced by the recruiter who you interviewed and turns out to be your number one candidate the recruiter must know your process so he can keep the candidate from becoming too “antsy” due to a lack of concrete information or a process that takes too long the candidate may lose interest in the opportunity.

In between all of this is the issue of compensation. What is the salary range you are looking to pay, is there a bonus structure in place and if so when is it given and how much is given. The same hold true for raises as to when they are granted and how much is the raise. The recruiter also needs to know all the details of your benefits package.

Why does the recruiter need this information? The recruiter will source candidates for you that are within the salary range you gave him. When the recruiter presents the opportunity to a candidate(s) the industry accepted method is to present the value of the entire package. The base salary alone may not arouse the interest of the candidate but when combined with the other components the likelihood the candidate will want to interview for the position or accept an offer increases significantly. Aside from the above the recruiter has to make sure that what you are looking for in terms of experience, etc. vs. the dollars you are looking to pay are in line with what the market is calling for. If you salary range is too low or your entire package is not competitive to what is being offered on the market the recruiter will tell you what adjustments you need to make.

The recruiter will also want to know if you have given out this job order to other recruiters and to how many. The recruiter will not ask you to divulge the fee you agreed to pay the other recruiters but it is not out of the question for the recruiter to want to know the names of the other recruiters. Recruiters not only talk to each other about candidates they have worked with but also clients they have worked with. You do not want to known by recruiters for negative reasons. If two or more recruiters have failed to successfully make placements with your firm in the past what are the odds this new “group” will have success?

Why does the recruiter need this information? If three or more recruiters are working on the same job order the chances of one candidate being contacted by each recruiter is quite high. Who presented the candidate to the client first? It also becomes a matter of not wanting to spend time working on a job order that other recruiters are working on especially if there are clients willing to pay the recruiter a retainer fee upfront or agree to work with just one recruiter. Recruiters value their clients but if the recruiter feels he is being used to play against another recruiter the relationship will end.

Let’s start summing up this article by going over client behaviors. If a candidate shows they change jobs frequently they are labeled as a “job hopper” which few clients will pay a recruiter a fee for that type of candidate. If you are an organization that is always hiring the explanation that the company is growing or expanding will not hold water especially if you ask the recruiter to find you the same type of candidate time after time. The truth of the matter is that you do not hold onto your people. You either fire them after a short period of time or they wind up leaving. Just like that candidate you are not a client that is highly preferred. If you continually pay the recruiter his fee without problems they will likely continue to work with you. If the recruiter sees a continuing disturbing pattern with the way your employees are going elsewhere he will be obligated to make sure you are not doing anything illegal the result of which is people getting hurt financially or otherwise. If any candidate the recruiter placed in your company or if a number of candidates do not want to interview there of reasons not related to compensation or anything else routine an ethical recruiter will walk away from you.

You engage the services of a recruiter and then you post your opening on several internet job portals or social media outlets which is your right but you are in essence undercutting your recruiter. If you are not going to let your recruiter work for you by way of hiding “skeletons in your closet” or becoming argumentative when routine information is asked for or a question comes up then perhaps using a recruiter is not a tool you should use as you (just like the candidate) have too many issues to overcome to make it worthwhile trying to assist you with your human capital needs.


Joel Elveson
Joel Elveson
INDEPENDENT Executive Recruiting By Joel is an "up and coming" Executive Search Firm formed and headed up by Joel Elveson whose visionary ideas, leadership & creativity have brought to life a more "user-friendly" approach to recruiting. His clients and candidates form powerful strategic partnerships that we use to help you. Joel’s Firm offers Permanent, Temporary (case by case), & Temporary To Permanent staffing solutions for all of your Human Capital Requirements. Contract IT/Consultants are available if needed. Above and beyond they are experts (by way of their personal industry work experience) with mortgage, mortgage banking, middle-market banking, accounting, along with many others under the vast financial spectrum of disciplines. Their business goes beyond candidate recruiting as they also train, mentor and develop your internal recruiting staff with an eye towards helping you reduce the cost of hiring. They will also work in areas such as compensation, effective onboarding processes and alike. In other words, their business is to help your business by becoming an extension of you by filling in gaps that cause delay or waste. The recruiting methods employed by Joel’s team are time tested that results in a high rate of successful placements. Joel was trained in the art of recruiting by some of the top staffing industry executives in addition to the best recruiter trainers who to this day drive me to exceed the lofty goals he has set forth.

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