One thing [Overloaded] Corporate Recruiters value in Recruitment Agencies...

I was a "Head-hunter" (on contingency basis) for over 11yrs and have been on the "other side of the desk" for over 5yrs. Having worked on both sides, I can understand the frustrations both agency recruiters and corporate recruiters feel when dealing with each other.

Ironically, some of the frustrations are similiar such as response time, communication, content of requested information, etc. We both have the same complaints in many cases, the difference is from which side it comes and who has it first. Either way, it can develop into a real quagmire of frustrating issues that eventually get resolved either by Agency pouching from their client (because they decided that it was more valuable taking out of them than working with them), or Corporate Recruiters black-listing the agency (usually done discretely by consistantly telling them that they don't have any job orders to give them until they fade away...and probably end up pouching from them anyway).

Just as a gentle reminder, Corporate Recruiters have more than just sourcing, qualifying and placing the candidate. We also have to deal with Compliance issues (internal/external), Corporate Initiatives (e.g. Diversity), Constant Meetings with Stakeholders, Training, Posting jobs and documentation on ATS', "special projects"--lovely term for "more work, more hours, zero reward", etc. , etc, ETC!

Because we (Corporate Recruiters) are over-worked beyond belief (especially with downsizing recruitment depts to bare bone), this creates a need for what I call, "Recruitment PARTNERS", not "Vendors".

So as my Post Title suggestions, I'd like to let all the Agency Recruiters know a particular area that can "set-you-apart" from "Head-hunters".

The primary value is information. Since our days are spent (including but not limited to) handling 100+emails, managing the recruitment process, creating and explaining endless spreadsheets for each of our 40+Hiring Managers, the last thing we want to have to do is spend hours qualifying ONE candidate for ONE position (of +40 positions we have to fill YESTERDAY)...especially when the candidate comes from an Agency!

"Head-hunters" to me is defined as a recruiter that sends a SANITIZED CV with little to no extra information other than the typical 4-5 bullets such as availability to interview, salary expectations, etc. and doesn’t do any more work except when requested (piece-mealed!).

What a “Recruitment Partner” will do is send their INTERVIEW NOTES TO THE CORPORATE RECRUITER! When you’ve invested the time to FULLY INTERVIEW YOUR (I REPEAT, YOUR) candidate, AND SENDS THOSE INTERVIEW NOTES to the Corporate Recruiter, it saves us:

1) Time
2) Gives us a wealth of information to process in little to no time, and
3) We can then make an informed decision (collectively with the Hiring Manager or with the Recruitment Partner themselves) as to which direction we want to go in with THEIR candidate.

Notice I mention that the candidate is the Recruitment Partner’s candidate? Because the Candidate is YOUR ASSET, not the Corporate Recruiters. And some of you have experienced “Credit-Junkie” Corporate Recruiters but regardless if they want to take an ego trip and claim the candidate as their own, at the end of the day, it shouldn’t matter to you because it all comes out in the open. Did you forget that the candidate knows who placed them?? So don’t get caught-up in that mess. It’s a waste of time. Your stock will go up in the eyes of the Hiring Manager/Stakeholders no matter how political the Corporate Recruiter gets.

You see, the value of information is priceless to a Corporate Recruiter. The more you can do for us, the less we have to do, and the less we have to do, the more valuable you become, and the more valuable you become, the more we want to use you. So just because you work on a contingency basis, or you fear loss, the worst you can do is give limited information. You limit your ability to make a placement and build your relationship when you work with limitations. Don't worry about the limitations the Corporate Recruiter places on you (e.g. gate-keeper to Hiring Manager), go with blind faith and SET EXPECTATIONS UP FRONT with them! AND REMIND THEM WHEN THEY DON'T MEET YOUR EXPECATION...gently (as you are probably aware that Corporate Recruiters can sometimes have "attitudes" with "HEAD-HUNTERS"). Its up to your savy ways to find a way to connect with your client.

I suggest that the main reason why Recruiters don’t divulge Candidates' contact information up front, and hold information back is due to trust. My suggestion to you is:

IF YOU DON’T TRUST YOUR CLIENT ENOUGH TO DIVULGE ALL THE INFORMATION UP FRONT, THEN YOU HAVE A TRUST ISSUE. AND IF YOU HAVE A TRUST ISSUE, WHY DO YOU EVEN WANT TO ENGAGE IN A BUSINESS RELATIONSHIP WITH THEM? THE SAME PHILOSOPHY APPLIES IN PERSONAL RELATIONSHIPS APPLIES IN BUSINESS RELATIONSHIPS. ESTABLISH TRUST FIRST, BUILD ON IT WITH SOME AMOUNT OF BLIND FAITH, AND GO FROM THERE. I can certainly assure you that if a Corporate Recruiter doesn’t trust an Agency Recruiter, believe me, you are of no value to them nor yourself. And at the cost of contingency, what dice do you want to roll?

Comment by Amber on March 10, 2011 at 3:56pm: Mauricio, great post and discussion!

The frustration comes when one or both sides forget the ultimate goal: placing the best person in the role.

I work the agency side, but am still a "rookie" at just 2 years. The most productive and enjoyable clients I work with are the ones who can tell me what they need, how they prefer to work, and then follow through on what they said. A job order is great, but if I am to find AND attract the best candidates then share with me... what are some specific traits (not just skills) that would fit well in the job and company, why would a fantastic candidate WANT to go to work for the company, and what's OUR plan to make it happen.

If an internal recruiter is the only point of contact with the agency recruiter, do they know what the hiring manager is really looking for? Why has the position been open for over 6 months? What challenges must be overcome? If the internal recruiter does not know these things, can we bring the hiring manager into the process?

I value the corporate recruiters I work with. I don't work with, or have stopped working with, the ones who do not want this kind of partnership. My candidates are presented to them with all the information I have gathered - unblinded resumes, summary of what makes them a good fit, candidates interest in the particulars (location, relocation, salary, benefits, travel, etc.), availability for interviews and starting date timeframe, etc.. My clients and I have already decided how the rest of the process will go, and my candidates understand who will be the next contact and a timeframe.

I certainly agree with you that the candidate is my asset, so please don't make me look bad to him/her. (Those are the clients or internal recruiters I decide not to work with any further.)

Comment by Mauricio on March 10, 2011 at 6:26pm: You're off to a great career Amber! You're disciplined enough to walk away and not go after the companies that don't work or don't understand how to partner with their agency recruiters.

I offer you (and suggest you do with your clients too) one successful way I keep my CONTINGENCY Recruitment Partners working on MY job orders everyday...

On every job order (regardless if they've already worked with me on other/different job orders/positions), I have a 3-way call with each candidate my Recruitment Partner has presented that we decide to pursue. This has a multi-value objective:

1) My Recruitment Partner can actually hear me explain the position, the opportunity (short/longterm), hear me talk about the good, the BAD, AND THE UGLY (notice, I talk about all three...because like people, no company is perfect and I'm 100% all about transparency, and the WHOLE TRUTH) and hear how I answer any AND ALL questions THEIR ASSET has for me.

2) The Candidate understands that my Recruitment Partner and I are bonded, together…a Partnership!

3) I make it a point that the candidate know that anything they need/want, they can ask my Recruitment Partner and their Recruiter will call me. Let’s face it, some candidates “use” or view the “Head-hunter” as a foot-in-the-door and once they’re in, push the “head-hunter” aside and move on with the process with little to no communication. So I make sure I try my best to mitigate those candidates or temptations to under-value the role THEIR Recruiter has in the process.

4) What I know, my Recruitment Partner knows. We’re PARTNERS, we’re in it for the same goal (as another colleague commented earlier on this blog)…to make a placement! Our goals are exactly the same. If I’ve decided to go out and use the most expensive recruitment resource (an Agency), then I’m going to make it an investment for everyone. I view my Recruitment Partner as a long-term Relationship because I may not need to reach-out to him/her for periods of time, but when I do, they’ll want to work with me.

5) To build my relationship with the Candidate When I speak, everyone listens (at least I think they do! ;-). And what I speak, I speak with honesty, sincerity, and the whole truth. I don’t hold back. Why? RETENTION! I almost want to talk them out of the opportunity instead of talk them into the job. There’s a subtle difference there, but that’s for another blog (I guess!).

6) To build my relationship with my Recruitment Partner. A reiteration from #4 but expanding on rationale!...I know (having been on your side of the desk), that every day, my CONTINGENCY Recruitment Partner arrives at their desk and makes a decision as to what client will yield them the fastest/best ROI. And most of the time, they will want to invest their CONTINGENCY TIME on the client they like working with the most. It’s been my experience that they usually want to work with the one that meets their expectations (i.e. quick and thorough feedback, inclusion, etc.). So it’s natural that if I fulfill their expectations and give them above-and-beyond value, they’ll invest their resources on my job orders. 

Comment by Paul Alfred on March 10, 2011 at 6:47pm: Let's just by pass the Corporate Recruiter and work with directly with the Hiring Sponsor ... Saves all kinds of time...

Comment by Gay Carter on March 10, 2011 at 7:00pm: Paul, Did you lose sight of the fact that this blog subject was initiated by a corporate recruiter! And, many companies now have portals, etc. that you have to go through which helps the company with all sorts of conflicts that could come up at a later date. It is great to work directly with a hiring authority when you can, but it's good to be on a partner level with that corporate recruiter. He/she can be your best friend when working with a company.

Comment by bob on March 10, 2011 at 7:08pm: i just 'love' this discussion I have not seen ONE response to my request for a Written Binding Contract.

What is wrong with having one? I have worked with many Corporate Recruiters on a handshake and was treated fairly. There is a'new breed' out here that would take the pennies off a dead mans eyes and call it their own...So i ask again what is the reason they won't sign a fair contract.

Comment by bob on March 10, 2011 at 7:10pm: btw this is my 28 yr in the Biz and I have seen it all I just keep to myself and my company re quiet i was thinking about calling us the 'Ninja recruiter's but I just go by bobpaladin have job will travel

Comment by Jerry Albright on March 10, 2011 at 7:33pm: bob - I'm may be missing this. Are you saying clients don't want to have a contract? Or signed fee statement? I start with one (nearly) every time.

Comment by bob on March 10, 2011 at 7:42pm: yes jerry i have had corporate recruiters insist that nothing be written down . what a joke and the ones in the hospitals will not adhere to any 'but for rules' even if there is a contract. they are just are stealing great candidates everyday . I have a lot of new source companies now . i started a medical area in the company and these Corporate Hospital Recruiters are so used to dealing with 'weak' recruiters that they have gotten away with this nonsense for years. Now they met me and are appalled at my request for a' but for rule' , a no solicitation rule to their in and out of healthcare system hospitals, nursing homes , cardiologists or other outsourced entities that they own.. its tough sledding