How To Select a Recruiting Firm

In presenting this information, MASA was faced with the same problem faced by everyone in our industry: Do we approach the question from the applicant's or the client's point of view? We decided to address client-based issues because

• The client initiates all activity.
• The client almost always pays the bill.
• True search firms select whom (from the applicant's standpoint) to contact, either by phone, email, advertising or other means.
• Most of the same issues apply.

It is amazing how few companies make the effort to evaluate a recruiting firm before they give it an assignment. The company has a staffing need upon which they have decided to use an outside recruiting firm. They have committed to pay a recruiting fee. Some companies then turn around and select the first recruiter who comes to mind. As often as not, they do not select the best firm for their search.

Once they have chosen one, two or more firms to whom the assignment will be given, they will share confidential company information with the recruiting firms, without knowing enough about them. When the company is going to pay a fee, why not make the effort to select the firm you find best for the search? It is not that difficult.

When a company is selecting a recruiting firm, it should have a complete understanding of the services to be provided, the method of operation and limitations affecting the search, who will handle the assignment, and what the fees are. The client should know the quality, professionalism, reputation and track record of the recruiting firm. What references can it provide? This information should be be considered when evaluating recruiting firms, regardless of size.

Here is a potential list of questions you could ask of a search firm before you give them an assignment to fill. We are sure that there are other questions that may be unique to your firm or your needs with which you could supplement this list.

• How long has your firm been in business? How long have you been a recruiter?
• Does your firm specialize? In what areas? What are some examples of recent searches or assignments you have worked on?
• Does your firm belong to any professional associations that have a Code of Ethics or Standards of Business Practices?
• Does your firm operate locally, regionally, or nationally?
• What resources does your firm provide to assure that the best possible candidates will be researched and identified?
• Does your firm participate in any industry networks that might minimize the need for the company to use more than one recruiting firm?
• Does the recruiter help develop the job description? Profile of the candidates? Provide the client with a detailed resume/cover letter? Check references, when requested? Assist in arranging interviews? Complete the salary hiring negotiations? Follow up after the hire?
• What is the recruiting firm's reputation? What is the recruiter's background, knowledge of the industry and, therefore, capability to complete the assignment?
• What is the recruiting firm's policy regarding "recruiting" from clients? What is the recruiting firm's definition of a client company?
• What is the client's responsibility? Do they provide all necessary background and information? Detailed job description? Communicate openly and thoroughly with the recruiter on a timely basis -- both positive and negative information? Making sure the recruiter thoroughly understands the position to be filled and the person you want to hire?

Choosing a recruiting firm should be done carefully and systematically. It should be a positive step toward solving management's staffing problems. When you take the time to select the right one, the recruiting firm will be part of the solution, and not part of the problem!

Client firms listing assignments with MASA members should inquire about the Hot Job Order broadcast system. This system allows for regular communication within the MASA membership.

MASA recommends that members and industry professionals review the Code of Ethics section of this Web site under About MASA.

This information is presented as a public service of the Mid-Atlantic Staffing Association and is not intended as legal advice.