Hiring the right people is an essential part of every company’s success, yet many leaders struggle to commit sufficient resources into the sales recruitment process. It can be time consuming, frustrating, and costly to an organization if not executed properly, so finding a strategic partner can present a great solution for most businesses.
For some, outsourcing may seem unnecessary and aggravating based on prior experience working with an agency, which is why its important to choose wisely and take the time to set realistic expectations. And while pricing plays a role, don’t let it sway your decision to go with the best solution.
So how do you create the perfect partnership between a recruiting agency to compliment your internal team? Let’s take a quick look at some of the key elements.
1. Know Your Business
With so many agencies vying for business, choosing one that has a proven track record in filling your type of positions should be a priority. Most agencies are generalists, so if sales roles are the main focus, home in on a firm with the right expertise, the tools and knowledge to deliver quality candidates. Time is money, so spending a little more to hire the best partner and get the job done right, is ultimately going to pay off in the long run.
2. Buddy Up
Finding the right expertise is only the first step, taking the time to embrace their services is another, and should not be taken lightly. After all, you wouldn’t hire a star quarterback without expecting them to learn your playbook. So, it’s critical to onboard your recruiting partner properly.
Set aside at least 45 minutes to educate the agency on your business model, culture, and products/services. Introduce them to decisionmakers and outline the hiring process, set expectations and schedule a weekly/bi-weekly call for updates throughout the engagement.
Listen to their suggestions and adopt best practices in identifying qualified people and providing a great candidate experience. Their ability to provide institutional knowledge that can be incorporated into your recruiting strategies is a great indicator of valuable experience in your space.
And if they don’t wow you during the onboarding process with their questioning and understanding of your needs, you may want to reconsider your decision. If they can’t make a good impression now, it’s only going to get worse from here.
3. Candidate Experience
The hiring journey has changed over the years, today candidates expect an equal foothold in the conversation and will make it known if they are displeased by publishing their opinions on sites like Glassdoor. It’s important to communicate very clearly with the agency on how they should engage with candidates throughout the process. Consider them an extension of your reputation and branding.
4. Delivering the Goods
While finding great candidates is at the forefront of your expectations, how the information is received determines your interest level and ensures time is not wasted on unqualified candidates. Setting up ground rules for this part of the process is essential to a successful relationship. This may include building a list of industry/position related questions together. For example, in the case of salespeople, there are essential questions to be asked (How to Recruit and Hire Sales Superstars) about drive, problem solving, organizational skills, lead generation and revenue accomplishments, all vital to qualifying candidates. So, along with a resume, should be a well-written summary of these activities that go beyond just surface answers, helping understand someone’s true potential to succeed in the role.
As we enter a new year, it may be time to switch recruiting agencies. Keep in mind, their poor performance may also be partly attributed to a disjointed selection, onboarding, and expectation setting process. Don’t make the same mistake a second time. Partnerships are the amalgamation of like-minded people communicating effectively to accomplish a common goal.
With over 20 years’ experience, ACA Talent is a leader in sourcing GREAT salespeople nationwide, across many industries, from entry level to C-suite.
Together we Bridge the Gap between People and Opportunity