Tuesday, Apr 07 2015

Best Practices When Working with External Recruiters

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best practices external recruiters

The competition for top talent is on the rise, and IT managers are looking for the most effective ways to find and hire top candidates. One of the best strategies for bringing in IT talent is to work with a third-party recruiter that specializes in the tech industry.

External recruiters can help you relieve the burden of talent management by sourcing highly qualified candidates for your open positions, quickly and cost effectively. But like all business solutions, there are things you can do to leverage your relationship with an external recruiter and ensure a smoother process with improved results.

Here are some of the best practices for working with third-party recruiters, temporary and staffing agencies to bring top IT talent into your organization.

Make talent acquisition a priority

When you’re looking to fill an open position, finding the right candidate quickly is a top priority. Professional external recruiters will understand this, and do everything possible to ensure that the recruiting process takes the least possible time.

However, it’s essential to keep in mind that finding high-quality candidates is a time- and labor-intensive process. You should expect a high-priority candidate search to take around six weeks — and during that time, be prepared to prioritize dedicated time and resources to the process on a daily basis.

Keep communication lines open

Staying in touch regularly with your external recruiter is crucial for the success of your talent search. In order to maintain strong communication and cooperation, the following best practices are recommended:

  • Maintain a direct working relationship between the third-party recruiting team and the decision makers in your company, without relying on “gatekeepers” to relay communications.
  • Be responsive, returning important calls and emails within one business day of receipt — particularly when a decision is required.
  • Deliver timely, detailed feedback on interviews and candidates submissions, also within one business day.

Maintaining a high sense of urgency and responsiveness throughout the recruiting process will enable an external recruiter to deliver the timely results you want.

Have realistic candidate expectations

Every IT manager wants to hire the “perfect” candidate — but keeping your expectations reasonable and realistic is essential for success. In order to ensure that your positions are marketable, and you receive an adequately sized candidate pool to choose from, work with your external recruiter to develop:

  • Quality job opportunities that will interest top candidates
  • Well-written, streamlined job descriptions with the best chance of being read
  • A strong employer brand that attracts the right candidates with good cultural fits
  • Realistic sets of desired skills and competencies (no “purple squirrels”)

The Armada Group is committed to the success of your organization. With our top-priority requisitions, you’ll receive at least one qualified candidate for your review within 48 hours of initiating the talent search process, or a progress report detailing key findings for further discussions. Contact us to learn more about our IT talent recruitment solutions.