In my previous entry, we began our mini-series of blog posts regarding the “‘Dirty Little Secrets’ About Headhunters” . . . and we’re just getting started.
That’s because we’re moving on to the second “Dirty little secret,” which is spelled out below:
Headhunters or recruiters want to feel like they are part of your team, and if they become part of your team, they can provide considerable insight.
Recruiting is often a lonely job. Despite talking with dozens of people every day, headhunters sometimes feel like temporary employees. Some executives and Human Resources professionals develop long-term relationships with their recruiters . . . and it pays off.
There are three reasons why you should build long-term relationships with good recruiting partners. (Actually, there are more than three, but these are the ones that will result in the most benefit to you).
- These relationships will bring solutions to hiring problems, since your recruiting partners will be in more of a position to contribute insight on a consistent basis.
- These relationships will present greater opportunities for talent acquisition in the form of more targeted and effective search practices, interviewing processes, and overall hiring procedures.
- The search work of the recruiting partners involved will become more accurate over time as they learn your preferences. This efficiency will translate into quicker results.
Viewed in this light, this really is a win-win situation. If your recruiting partners feel as though they’re part of your team, they’ll also feel more invested in the success of that team and better capable of making significant and long-lasting contributions.
(For more information about maximizing the benefits of working with a recruiter, download a copy of Dan Simmons’s e-Book, Hunting the Headhunter: Your Guide to Debunking Myths, Cutting Costs, and Changing the Way You Play the Recruitment Game.)