Outsourcing the Recruiting Function
Source: CPA Practice Management Forum Here are some tips on working with recruiters: v When looking for someone with very specific skills, consider a national recruiter, but of course, be prepared to pay the relocation costs. v Work with a friendly, trusted competitor to help evaluate recruiters. This will also give you an advantage by distinguishing you from other firms in the recruiter’s mind. v Do your due diligence on recruiters. Find out if they have been involved in litigation. Use recruiters with good character. v Find out how many placements the recruiter has made, and how many survived the probationary period. Talk to firms that don’t use a particular recruiter and find out why. v Find out from new hires about the recruiter’s conduct. Did the recruiter communicate your messages faithfully? Is the job what the recruiter said it would be? v If possible, tell the recruiter where to find candidates. Provide an accurate and comprehensive job description and include the reasons why people like to work in your firm. v Consider accepting a marginal candidate just to assure attention when it comes to placing a top candidate later on. v Negotiate volume discounts. v When there are changes at your firm, such as growth, new offices, etc., let the recruiter know. v Develop a personal relationship with the recruiter. Introduce other partners to explain their expertise, their people needs, etc. Dialogue with multiple partners lets the recruiter to get to know your firm and makes the recruit feel more important. You will benefit by learning about the market, industry trends, and your firm’s reputation. From CPA Practice Management Forum,