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Specialists versus Generalists
Using Recruiters Wisely 145
You are generally better off working with a recruiter who specializes
in your industry or discipline. If you are hiring salespeople for the
pharmaceutical industry, there are recruiters who specialize in that
role. If you are hiring petrochemical engineers, there are recruiters
who focus on filling just such positions. If you are hiring a chief
financial officer or controller, there are firms that do nothing but
place financial executives.
Specialization makes sense when you realize that recruiters spend
every day talking to people who are both potential clients (executives
who want to hire someone) and potential candidates (individuals
interested in the right new opportunity). The more recruiters focus
on a specific industry or job type, the deeper their contacts and
understanding become. This translates into a recruiter who quickly
grasps what you need in your new hire and efficiently taps into a
strong network of people to find the right A-player for your business.
There are recruiting firms out there that are generalists. These
firms are one-stop shops; they will fill almost any position in your
company. If you build a strong relationship with a firm like this, it
can become the outsourced recruiting department of your company.
This can be a valuable solution, but be cautious when you first try
to establish such a relationship. If you have limited experience with
recruiting firms, your tendency will be to turn to a recruiter you
know from your network. When you ask the recruiter if he or she
can fill any position—from chief executive to dog catcher—the recruiter
will likely say ‘‘Absolutely.’’ In most situations, you are better
off being referred to a recruiter who specializes in your industry or
area of need. You will likely have more success finding the next
A-player for your organization with specialists.
A-Player Principle: Though there are exceptions, you typically
want a recruiter who specializes in your industry or discipline
rather than a generalist. Don’t pay a recruiter to learn
your business; leverage those who already have the knowledge
and contacts that you need.