Most employers rely on third-party staffing companies and search firms to assist with at least a portion of their hiring needs.  Third-party firms, or agencies, can be a valuable resource with which to supplement an organization’s own recruitment efforts.  They can offer alternative hiring avenues, such as bringing in a temporary worker to cover for an employee on leave, or providing relief to HR departments stretched beyond capacity with little time to recruit effectively. 

The quality of partnership varies widely among employers and third party recruiters.   While the level of effectiveness correlates heavily to the service delivery provided by the agency, employers also have a big part to play in determining the ultimate success of its staffing partners.  

Consider the following tips for creating successful partnerships with third party recruiters:

Recognize the importance of partnership:  Hiring the right talent, at the right time, is obviously critical for any employer—whether it’s done through a third party or an organization’s own efforts.  The success of the agency and the employer are entwined.  Playing an active partner role with the third party provider will positively impact their delivery, ultimately leading to improved hiring results for the employer. 

Select carefully:   According to the American Staffing Association, over 20,000 firms provide recruitment services in the U.S., leaving employers with no shortage of options.  Because there are so many options available, it’s important for employers to choose third party partners carefully. Inquiries of potential partners should include:

·       The experience level of the recruiters who will be assigned to support your organization.

·       Whether the agency’s recruiters are based locally, nationally, or internationally.  Some firms, for example, utilize recruitment teams based offshore, which can sometimes lead to communication or cultural issues with locally-based candidates. 

·       What geography the firm services. 

·       Expertise in filling specific skill areas. 

·       What the process is for vetting candidates.

·       The reputation of the firm.  

·       What the contractual terms are. 

Equip them for success:  Agency recruiters are no different from those of an employer’s internal team in terms of what they need to be successful.  Treating them as extensions of the firm’s own recruitment team, rather than abstract suppliers, will yield better results.  For example, providing information up front about the open position and required skills, the organizational and department culture, and even the leadership style of the hiring manager will help the agency better identify candidates who are a good match.  Offering a facility tour is also a great way to instill a more comprehensive understanding of the organization. 

Communicate:   Maintaining two-way communication is a key component to a healthy third-party partnership.  Recruiters need timely feedback to adjust their search, if necessary, or to provide updates to the candidates they represent.  The quality of the relationship an agency recruiter has with their talent network is directly correlated to the timeliness and quality of information they can provide.  In a competitive labor market, candidates who do not receive updates will be more likely to pursue other opportunities, resulting in lost opportunities to hire well-qualified talent.  

Keep them motivated:  Unlike internal recruiters, third party firms typically have multiple clients and positions for which they are recruiting.  While most would probably not say so, agency recruiters may be more inclined to focus their limited time resources on positions they are most likely to be successful in filling.  Providing needed information up-front, responding to questions, maintaining realistic expectations, and providing timely feedback go a long way in keeping agency recruiters engaged and motivated to keep tackling a position until it’s filled, even if it’s a difficult one. 

Provide feedback: Finally, remember to provide feedback – including not only what can be improved upon, but also highlighting things that went well.  Constructive criticism can help the agency better hone its service delivery, and well-earned kudos for great service go a long way in fostering a true partner relationship.   

Additional ASE Resources

ASE offers comprehensive talent acquisition services that can assist your organization with temporary or direct-hire positions.  Please contact Dan Van Slambrook, Director of Talent Acquisition, at [email protected] for more information or discuss your open positions.