A Recruiting Firm's Reputation with Candidates is Very Important

When selecting a recruiting firm there are several things an employer must consider. Some of the common criteria are rates (cost of services), industry knowledge and process. However, a question less frequently asked and perhaps paramount in importance relates to a recruiting firm’s reputation amongst candidates both past and present:

"Could we speak with someone you’ve placed? Would it be possible to speak with someone you represented but weren’t able to assist in finding a job?"

The answer to the above question is very telling. Some recruiting firms will not allow such a conversation to take place; others will jump at the opportunity. This should serve as an indication of how the recruiters are treating the candidates while filling the job order.

Recruiting firms are not unlike other businesses in that they use specific metrics to maintain and improve performance. One such metric is volume as it relates to new clients and job orders, obviously, but also as it relates to candidate pool. A large candidate population or database increases a recruiting firm’s ability to identify, approach and represent the best candidates with a particular skill set suited for a particular opportunity or job. But sometimes recruiting firms can get lost in the numbers game and damage their reputation, and ultimately damage your (the hiring company’s) ability to hire the best available talent.

There is an equal balance between candidates and clients in regards to customer service for the top recruiting firms. Some recruiting firms lose sight of the fact that today’s irrelevant resume is tomorrow’s perfect fit. Being nearsighted sets a cycle in motion that prevents talent from contacting them regarding opportunities.

Companies develop reputations based upon the quality of service they provide. Reputation is the strongest referral source in business. Applicants will apply to a company if they hear it is a great place to work. The same could be said for recruiting firms. A recruiting firm with a reputation for filling jobs effectively and efficiently and treating candidates well, whether viable or unviable, is critical. When a recruiting firm places a quality candidate at a quality company, he/she tells their past coworkers how they were able to find that job or what recruiting firm they worked with — you can bet the house on it.

A strong history of both client and candidate follow-up is the only way to guarantee that your recruiting firm is presenting you with — and not preventing you from hiring — the best of the best.

John Fiumano is CEO of Executive Alliance, a leading national recruitment firm that specializes in the debt collection and accounts receivable management industry. John grew up immersed in the credit and collections industry. He’s proud to come from a family of well-respected credit and collections professionals.

John has nearly a decade of industry specific recruitment experience. He has recruited for major banks, telecommunications companies, utilities and service providers to these industries.