The document provides tips for effective relationships between client companies and recruiters. It outlines how client companies should communicate needs clearly, be accessible and provide feedback. Excellent recruiters inspire loyalty, provide industry knowledge to streamline hiring, and promote winning outcomes for all. Excellent client companies attract talent, communicate goals, specify compensation, and demonstrate flexibility. The document also includes questions for recruiters and hiring managers.

1. Tips for Client Companies How to Effectively Work with Recruiters Copyright 2009 Pam Pontius [email_address]

2. Developing Productive Relationships with Recruiters Extend timely communication, trust and respect Clearly convey company needs and expectations Be accessible and willing to provide specific feedback Honesty is the best policy Be selective when choosing a recruiter Put your agreement in writing

3. Excellent Recruiters Inspire candidate and client loyalty through an ethical practice Provide industry knowledge, trends and networking Present exceptional talent not found through client company ads Streamline the hiring process Increase hiring manager and team productivity Effectively market the client company as well as the opportunity Identify and overcome candidate concerns Increase offer-to-acceptance ratios Promote winning outcomes for all concerned

4. Excellent Client Companies Provide dynamic employment opportunities Consistently attract exceptional talent Communicate clear company goals and procedures Concisely answer the question, “What are your requirements?” Specify appropriate compensation ranges Demonstrate responsiveness, flexibility and respect Provide clear feedback and an acceptable timeframe Extend offers in a decisive manner

5. Questions for Recruiters What industries do you specialize in? What types of positions do you usually work on? How long have you been in the industry? Where do you look to find candidates? How are you compensated? Who else would you suggest I talk to?

6. Questions for Managers How much time do you spend on hiring? Does it distract you from your other responsibilities? What has been your most difficult position to fill and why? How is the current economic climate affecting your business? Pretend I’m a search engine, what key words would you type in to find the candidates you want?

7. Types of Recruiters In-house Recruiter – Internal salaried HR employee of the hiring company. Compensation is not based upon the number of candidates they place. Have direct access to hiring managers and can be very influential in the hiring process. May use outside recruiters to help them fill open positions. Contract Recruiter – Internal temporary HR employee of the hiring company. Paid by the hour not by the placement. Direct contact with hiring managers with variable degrees of influence. Consultant Services Recruiter – External resource who places contractors in temporary positions for an hourly rate. Usually for peak load periods or special projects at client companies. Fees are generated by a markup to the contractor’s hourly rate. Contingency Recruiter – External or third party firm. The best are specialized firms that have highly skilled recruiters with deep industry knowledge and contacts. They receive a fee for their efforts only after their candidate is selected by the hiring company. Usually work on a non-exclusive basis. Retained Search Firm – External consultant with an exclusive contract paid a retainer whether or not the open position is filled. Usually contracted to fill executive level positions and may control the interview process. Underline = A+ Search