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142 How to Hire A-Players
A company I know recently hired a search firm to fill a chief information
officer position with responsibility for global operations.
The recruiter it retained had just successfully completed a similar
CIO search for another company in this industry. The search went
very well, in large part because the recruiter already knew the relevant
players and was ready to conduct an effective search.
They Listen
The best recruiters take the time to understand what you are trying
to accomplish and whom you need. Particularly for lower-level positions
(annual compensation less than $100,000 per year), some
firms are notorious for ‘‘throwing spaghetti at the wall’’ and seeing
what sticks. That is not what you want from a recruiting firm—no
matter what position you’re seeking to fill. You want a recruiter
who will strategize with you to define your A-Player Profile and
then focus on finding people who fit those criteria.
They Have a Transparent Process
The process is the product when it comes to good recruiting. Particularly
in a retained search, the best firms map out every individual
with whom they speak and review this list with you. As the client,
this gives you the opportunity to make sure the recruiter is casting a
wide net and reaching a lot of qualified people. You can then see in
detail how the recruiting firm uses your agreed-on A-Player Profile
to narrow the search to a short list of the best people. Some recruiting
firms resist this kind of transparency, but it adds value and provides
peace of mind for you.
They Are Good Ambassadors for Your Business
An outside recruiter becomes the face of your business to every person
with whom they speak, so make sure that you hire a recruiter
who represents you well. Many recruiters are aggressive and salesoriented,
and it is great to have such people working on your behalf.
Just make sure that your recruiter is also professional, intelligent,
and trustworthy.