If you really want to get some amazing results from the recruiter do this:
1. Go into their office and sit down and do some database searches with them. Sift through a mountain of resumes and then show them what to look for and what to ignore. Be sure to note down searches that bring back decent results.
2. If you have existing staff that you want more of give the recruiter their resumes and sit each of them down to do an interview with the recruiter so they can be profiled.
3. Once you have a stack of perfect candidates that they can use as a reference do some analysis and look for the previous employers that are statistically significant and add all of these to a list for headhunting. Also add any special skill sets that someone in the past may have which would predispose them to having skills you are after now.
4. Sit down and write the recruitment ad together with the recruiter so it "calls" to the candidates you want. Make sure they CC every resume that comes in so you can quickly flick through them and ask them to screen any that look interesting. Recruiters will often reject perfect candidates because they do not fit the profile exactly or they miss something interesting.
The recruiter should now have a pile of information and reference points that they can use to seed numerous searches that have a much higher likelihood of delivering candidates of interest. If a submitted candidate is not right make sure to give feedback that can be used to further refine the search.
1. Go into their office and sit down and do some database searches with them. Sift through a mountain of resumes and then show them what to look for and what to ignore. Be sure to note down searches that bring back decent results.
2. If you have existing staff that you want more of give the recruiter their resumes and sit each of them down to do an interview with the recruiter so they can be profiled.
3. Once you have a stack of perfect candidates that they can use as a reference do some analysis and look for the previous employers that are statistically significant and add all of these to a list for headhunting. Also add any special skill sets that someone in the past may have which would predispose them to having skills you are after now.
4. Sit down and write the recruitment ad together with the recruiter so it "calls" to the candidates you want. Make sure they CC every resume that comes in so you can quickly flick through them and ask them to screen any that look interesting. Recruiters will often reject perfect candidates because they do not fit the profile exactly or they miss something interesting.
The recruiter should now have a pile of information and reference points that they can use to seed numerous searches that have a much higher likelihood of delivering candidates of interest. If a submitted candidate is not right make sure to give feedback that can be used to further refine the search.