Why You Need to Have a Friend in Staffing
by Jack Smith, 1 Feb 2009

Jack Smith is Managing Director of Intelligent Capital Network, a people and solutions company focused on the Marketing and Technology spheres. Jack has 18 years experience in the recruitment and staffing industry, spanning marketing, technology and scientific disciplines. As a business owner and entrepreneur, Jack maintains a close pulse on hiring issues in the Delaware Valley.

Visit them online at www.icn-i.com.

In the current employment climate, you need to have a relationship with a staffing specialist. On both sides of the hiring equation, having a close relationship with a few individuals at staffing firms affords you one of the most important resources; information.

As an individual searching for a position, having timely knowledge of who is hiring is invaluable. And, a relationship with a professional (or a few) that understands your background and where you want your career to head is equally important. On the hiring side, having a relationship allows you to effectively view profiles of only the most qualified candidates, who understand the nature of the position and culture of your company, leveraging your time. In each of those roles, there are common themes that lead to productive relationships.

Research:

There is a multitude of staffing and recruitment firms, of every size and focus, that are easy to research. Before you initiate your due diligence, it is critical to understand your personal and professional needs. One size does not fit all. As a job seeker, take the time to prioritize what you want in an employer and your criteria for accepting a position. Knowing what is a must versus nice to have will speed up your search and allow you to work more efficiently. Once you have that criteria set, duplicate the process for working with a staffing agency! Are you looking for a national reach, or local expertise? Does your background lend itself to a generalist firm, or a niche focus? Are you open only to full time roles, or would you accept a temporary position that might lead to a permanent role? Again, prioritizing your expectations out of the relationship will allow for a better match. Once you have those criteria set, the due diligence can begin.

Like any research, starting at the internet will provide a quick, general view of who is out there. Reaching out to your network of friends is a must. Everyone knows someone that has worked with an agency. Rely on the experience of a friend or colleague to give you a sense of what to expect. There are horror stories and overblown successes abound, so make sure you speak with enough people to get a realistic picture. Once you have narrowed your field, call. Do not simply send a resume and wait for someone to contact you. When calling into an agency, ask to speak with the best recruiter in the office. Every office has one, and everyone knows who it is. Make sure you start with that person. He or she will be able to answer all of your questions and give you a good feel for the organization as a whole. If you think there is strong connection, set up a meeting. Although not necessary with many agencies, it will speak to your professionalism and give you greater visibility within that agency. Perform that process two or three times and you will have established a solid foundation.

As a hiring authority, performing the same due diligence will allow you to work more efficiently in the recruitment process. Knowing what your agency excels and how the process works is important. Whether you need to find an agency to work with on your own or are bound by your company's vendor list, bring your account person in for a face to face meeting. If you wouldn't hire a candidate sight unseen, why would you do it with an agency? Understanding the nuances of a firm, how they work, and fee structures are best discussed in person. Ensure that an agency understands your culture, and selects appropriated suited candidates will save you time and money.

Understand Expectations:

There is nothing worse than a breakdown in communications once you have selected agencies with which to work. Asking what to expect in terms of calls, emails, job flow and follow up is your responsibility. Yes, some agencies take that responsibility, and all should, but be proactive. Once the relationship starts, and discussions of potential opportunities commence, record your conversations. It is vital to note what agency you spoke to and about which opportunity. There is nothing worse than not knowing which employer has your resume, or where you have been submitted by an agency. At best it leads to confusion, and at worse jeopardizes your chance of being considered by a particular employer. Stipulating that any agency you work with get permission before submitting you for any opportunity is imperative. In writing is better than via phone. References and referrals, you will be asked to provide them. Sometimes they are mandatory at particular agencies before moving forward, sometimes later in the process. Having strong references ready to receive the call is important. Knowing that the reference WILL give you glowing review is more important. Referrals are in a gay area. If you do not feel comfortable, just tell your recruiter. From the agency side, there is an assumption that strong candidates only provide equally strong referrals and they know you are strong by agreeing to work with you.

Same holds true if you are doing the hiring. Knowing what to expect in terms of timing and candidate flow leads to a successful relationship. And, discussing what your partner agency should expect from you completes the circle. At the end of the day, all parties should be working towards finding the best candidates for each position. Understanding each other's processes and procedures assures the good candidates do not fail through no fault of their own.

Develop a Personal Relationship and Make it a Lasting Relationship:

You've gone through all of the time and effort of the due diligence process, make it over the long haul. You should have developed a few good professional relationships, treat them as you would your personal relationships. Keep the lines of communication open and honest; be proactive in calling and emailing. The frequency is not as important as the consistency. Whether or not an agency finds you the next role, you now have a strong ally in your network for the next time a job change is warranted.

Keep an eye towards the future when the shoe may be on the other foot. Hiring managers become candidates and vice versa.