5 Red Flags Revealing You're Not Getting the Best

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Let me preface this guide by acknowledging upfront that there are many recruiters who are dedicated professionals providing excellent service.  The problem is that our industry still suffers from a mixed reputation overall. For every recruiter or search firm doing well to deliver and provide excellent results and service, there are probably ten more competing with them.  In the end, while our industry reputation may suffer, the people who get hurt the most are our clients and candidates.  

Choosing the right recruitment firm is crucial for ensuring you get the best talent for your organization.  The challenge for most organizations is that most search firms’ “value propositions” sound very similar so how can you know you’re working with the best? 

To help you navigate this landscape, here are five key red flags that might indicate you're not getting the best value from your recruitment firm.

1. Candidates Arrive Too Quickly

Recruiting the right candidate is a meticulous process that involves advertising the position, deep research into the market, headhunting, and thoroughly assessing candidates. This process typically takes at least several weeks. If your recruitment firm provides candidates almost immediately, they might be rushing the process and simply pulling candidates from their database, matching a few key phrases and qualifications, and shooting them over.

Being on the receiving end of this is exciting because you’re getting candidates quickly, but I’ll caution you to consider that this approach increases the risk of a bad hire, which can be very costly.

— — Calculate the true cost of a bad hire here — —

 A well-planned and executed recruitment campaign is essential to avoid this pitfall.

 2. Candidates are Represented by Resumes Only

While every candidate should have a resume, it shouldn’t be the only tool your recruiter uses. If your recruiter only provides resumes, they are likely not putting in the proper effort. Think about it. If your recruiter is using only the candidate’s resume to represent the candidate, then the service they are providing is not much more than candidate sourcing.  

Comprehensive candidate assessment is critical. This can include competency questionnaires, video interviews, behavioral assessments, and more.

These additional materials help you make a more informed decision beyond what is written on a resume.

3. They Want You to Interview Everybody

It’s rare you’ll benefit from interviewing every candidate provided on a recruitment firm’s shortlist.  About the only time it will help is when you see candidates that meet the criteria through a basic match.  Again, most of the time you see this when they’re represented by resumes only.  If you don’t have enough information on the candidates to separate and prioritize candidates, I don’t believe the recruiter has done his/her best.

A quality recruiter will provide enough information for you to identify the top 2-3 candidates from the shortlist. If you find yourself needing to interview every candidate, it’s a sign that the recruiter hasn't spent sufficient time on the assessment stage. While sometimes interviewing all candidates may be necessary, typically, you should be able to start with the most promising prospects.

4. Their Guarantee Period is Small

A “Free Replacement” guarantee reflects a recruiter’s confidence in their placements. If your new hire leaves within a few months, it can disrupt your business performance and the organization significantly. (One note here:  If you aren’t providing your recruitment firm with sufficient information about the role, the organization, and the priorities within your need, shame on you.  I see it all the time – an organization wants a recruiter to work on open positions, and all they provide is a standard agreement to sign and then the guidance to “look online for open positions stating, ‘open for search firms.’”  If that is the extent of your guidance, you get what you’re asking for.)

You should expect a free replacement guarantee of at least six months. Anything less, and you have reason to question the recruiter’s confidence in their ability to find the right candidate.

 5. Their Fee is Surprisingly Low

If a recruitment firm is competing primarily on price, it may indicate they have little else to offer. Opting for the cheapest option can be a false economy. Again, a bad hire can cost your business significantly in lost business, workplace disruption, wasted salary, and the cost of re-running the recruitment campaign. Investing in experienced recruiters with a proven track record may cost more upfront but will save you much more in the long run.

Save Time and Money on Your Next Recruitment Campaign

When evaluating your current recruitment firm or considering a new one, it’s essential to keep these five red flags in mind. Modern-day recruitment prioritizes accuracy over speed and low fees. The most beneficial outcome for your business is hiring the right employee the first time around.

Look for recruiters that:

  • Conduct in-depth market searches to find the best candidates.

  • Provide comprehensive candidate profiles based on detailed assessments.

  • Help you identify the top 2-3 candidates to interview first.

  • Offer a “Free Replacement” guarantee of at least six months.

  • Charge a fee that reflects the quality of their service rather than the lowest cost.

If you’re interested in assessing your current recruitment firm, or finding one that meets these criteria, please call us at 919-228-8015 or REACH OUT HERE for a no-obligation chat about how we can help you save time and money on your next recruitment campaign.