3 Essential Elements for Hiring Great Recruiters for Your Agency

A company is known by the people it keeps.

For most firms in our industry, whether temp, perm or search, the managers attempt to hire individuals who are intelligent, well educated, possessing solid business experience, can think on their feet, present themselves in a positive, professional manner, possess better than average interpersonal skills and are well motivated to do the job. These rare gems make up only a small percentage of the candidates in your recruiting software. Almost daily, these managers meet individuals who appear to possess these traits. However, most managers we have surveyed described a feeling of increased frustration at being unable to attract these good people to their firms. Over and over we hear comments like:

  • “No one wants to work on straight commission anymore.”
  • “The right people have too many good employment options available to them and, therefore, they will not give serious consideration to our business.”
  • “We can’t match what they can be offered elsewhere.”

Why some agencies hire great recruiters

Nevertheless, there are firms in our industry (both large and small) that consistently attract and hire the “top talent” they require to grow their businesses.

In most instances, the individuals they hire have several employment options available to them, and yet they joined these firms without receiving a high salary or guaranteed compensation program. In almost every one of these cases, there were three key elements present in the hiring process that allowed the firm to attract and hire recruiting winners:

  1. The believability of the hiring manager
  2. The presentation of the employment opportunity
  3. The firm’s strategic plan for the future

First and foremost, people go to work for people. We see this with our clients every day. The hiring manager’s ability to ignite an appropriate level of excitement in the candidate is a major key in making a placement, and it is a major key in attracting good people to our firms as well.

The manager’s image (hopefully one of success), interpersonal skills, personal enthusiasm for the business, and, as we discussed in the previous article, operating/management style will either attract or repulse the sought after individual.

Everyone wants to be associated with a winner. Do you come across as a confident, successful businessperson who knows where to go and how to get there? Or do you present the picture of a depressed, battle scarred, cynical veteran who no longer believes in the business or the opportunity it offers? Obviously, these are extremes. However, ask yourself the question:

Based on what I believe about people, this business and the opportunity it offers, and based on the manner in which I project that belief, would I go to work for me?

Sad to say, there are many managers in this business, who, if they were really honest with themselves would answer that question with a “no.” Nevertheless, they are attempting to hire good people and they wonder why they are frustrated in their efforts.

It does not have to be that way, but in order to change the outcome, they have to change their beliefs, and they have to recapture the vision, the enthusiasm, and the excitement. For some managers, that may be impossible. For others it may be difficult. For all managers, it is essential.

Great recruiters engage in training

Top Echelon offers a free monthly webinar as part of its Recruiter Coaching Series. After the webinars are over, we post the recorded version of the webinars in our Recruiter Training Library. These webinars touch upon a variety of recruiter-related topics. These topics deal with both candidates and clients. As always, our goal with these webinars (and corresponding videos) is to help recruiters make more placements.

In addition to training and webinars, Top Echelon offers other recruitment solutions. These solutions include the following:

For more information about Top Echelon and the products and services that it offers, visit the Top Echelon website by clicking here.

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Terry Petra is one of the recruiting industry’s leading trainers and business consultants.  A Certified Personnel Consultant since 1975 and a Certified International Personnel Consultant since 1989, Petra has extensive experience as a producer, manager, and trainer in all areas of professional search, including retainer, contingency, and contract, as well as clerical/office support and temporary.  For more information about his services, visit his website or call 651.738.8561.