Do your top performers have anything in common outside of their professional selves?

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Many great recruiters, for example, have athletic backgrounds. Will they need that experience on the job? Not likely, unless you are hiring talent for your company’s sports team. However, that experience does reflect a competitive nature.



Talk about the job description items—skills, experience, responsibilities—but ask the hiring manager what they like most about their current and former top performers. Try to find out what contributes to their success beyond their knowledge and experience. This information will help recruiters screen for those intangible qualities.



3) Timely Communication
At each stage in the process, help the agency help you by providing the recruiters with prompt honduras phone number resource and thorough feedback. They will use this feedback to adjust their recruiting. If, for example, you need someone with a strong benefits background, but the candidates they are sending through do not have the type you are looking for, clarify that so the agency can pursue the right candidates for the job. Providing timely feedback after you receive a submittal or conduct an interview will help avoid candidate drop off rates during the recruiting process.



Consider holding weekly status meetings as a way to review the bigger picture and discuss ideas for particularly challenging markets or positions. Recruitment agencies keep diligent records and tracking of what works for their clients and what doesn’t, so these sessions are a prime opportunity to compare notes with the agency regarding strategies that have worked for your company as well as hearing about ones that you may have not considered before. This might seem time consuming when you’re already busy but taking the time to feedback will help the agency get the right people to you, meaning you’re more likely to have a great new hire on board quickly who can relieve some of your workload.