An Insider’s Guide to Evaluating Recruitment Firms

//An Insider’s Guide to Evaluating Recruitment Firms

An Insider’s Guide to Evaluating Recruitment Firms

You made a smart move and decided to use a recruiting firm to find that perfect employee, but now the big question. How do you find the best firm for your company? With so many out there, you need to know how to evaluate them.

Remember the cliché “you get what you pay for”? It’s true.  Hiring an inexpensive firm sounds like a deal, but you will have to do more of the work yourself – and then you might wonder why you are paying anything. On the other hand, while a more expensive firm should handle most or all of the searching and screening for you, it isn’t necessarily the best, either.

One key is the “more” factor. Look for an firm that has more than you. To serve you effectively, a staffing firm should have awidernetwork, adeeperdatabase and abettermethod than you do to find candidates you can’t find on your own.

Another is communication. Make sure you’re understood. A reliable staffing firm will take the time to get to know your company. What are your goals? What is your history? What is your company culture? What kind of employee do you need?

Stay updated. A staffing firm should give you regular (but not overwhelming) updates on the search process and solicit your feedback on the candidates they send to you. If you rarely hear from the firm, that’s bad; if you hear from them seven times every day, that’s also bad.

Honesty. If an firm misrepresents candidates’ skills or lies about the timing or the cost, that’s your sign to find a different one. A reputable firm won’t pressure you to hurry up and decide on a candidate, but it will stick to the schedule you designated. A transparent firm willacknowledge “the pros and cons”of candidates, clients and itself. The firm you pick should be more focused on serving you than on selling you something.

Don’t hesitate to ask your recruiter for credentials and testimonials. What is that person’s knowledge and experience? You need to have confidence that he/she is not only capable of doing the job but motivated to do it with excellence and timeliness.


Make sure the firm understands your industry (for ex., if you need a manufacturing employee, you shouldn’t have to explain the ins and outs of manufacturing to the recruiter). Choose one who specializes in just a few industries—even only one. Ask how they stay up to date with, and participate in happenings in the industry.

Discuss how the firm screens candidates. According to, “If you need a temp with specific skills, computer matches are usually adequate, but personal interviews can help ensure that workers are better suited for your needs.”

Don’t forget how your company will advises, “It is imperative for any business to keep in mind that a poor choice of a recruiter can even damage the brand and their business.” A sub-par firm will provide you with sub-par employees, which could impact your company’s bottom line—and reputation.

Find out what others say about the firm. Look for a client list or some testimonials on the website. Contact those companies and ask whatthey think of the firm. Also, consider the reputation of the firm’s clients. The best businesses will use only the best firms.

Now you no longer have to settle for the first recruiting firm you find. Investigate each firm and choose the one that will grow your company.


By | 2017-10-18T00:24:05+00:00 October 17th, 2017|Articles|0 Comments