Effectively using executive recruiters. (Workshop)

Effectively using executive recruiters

Let's face it, no one likes to spend money to hire an executive recruiter. In our ideal world, job candidates call us. Skilled public relations practitioners want to work for our company. Resumes come in daily. All we need do is make the choice.

Unfortunately, few of us are lucky enough to exist in this employer's utopia. Most of us have to work very hard and spend considerable time to hire the right person for that very important position. And almost everyone who is in a position to interview and hire an employee has thought about and/or used an executive recruiter.

There are several common problems when working with recruiters. For one thing, their costs are high--usually 25 percent to 30 percent of the first-year salary. Second, it's not always easy to pick the right recruiter(s) to work with. If you haven't done your homework, you can waste a lot of time. Relationships often cause problems, too. You don't have to socialize with your recruiter, but it helps if you like each other. Finally, recruiters can be annoyingly persistent. Sometimes that's good; sometimes it's more trouble and bother than you'd like.

The right recruiter, however, can often become an indispensable part of your management team and provide a service worth every penny you have to pay. But, whether recruiters are management assets or budget deficits often depends on you and:

* How you view the recruiter's role;

* How you select the recruiter; and

* how much time you're willing to spend on the search.

Role of the recruiter

It's critical to understand the proper role of the executive recruiter vis-a-vis your company or firm. Too often, it's one of supplier and vendor. Think about how you treat your recruiters. Now, think about how you'd like to be treated by your clients or by the company's senior executives. I'll bet you want to be viewed as a partner; so do …