How to integrate a recruiter into the recruitment campaign.

We're fortunate to have successfully assisted and augmented a number of diverse small technology and defense businesses from 15 employees to 800 employees and have integrated in a number of productively effective ways.

Here's a general path toward recruiter integration toward the job search after you've agreed to work with the recruiter:

1. Meeting of the minds & discovery.

This is typically a phone call or web conference, where you r can provide a little more background about the company, connect, and outline what you're trying to accomplish in hiring goals for the current quarter and full-year. Discuss generally the work culture, what success can look like in different roles etc. Your recruiter can provide insights on their insights toward your sector and capacity to support your campaign, based on the timing and needs. The result of this can help set expectations, develop and establish point of contact for recruiter submissions, and even set up quarterly, semi-annually, or in some cases annual meeting to review progress. Alternatively, there may be no need for follow-on meetings, if the decision is to keep an informal and open line of communication.

2. Establish a recruiter integration strategy.

Once the point of contact has been designated for your recruiter's candidate submissions, think about who needs to be part of the hiring process. Sometimes this can be as efficient as a two person team: VP level interview, followed by a Director or Executive level interview, to decision. Alternatively it can be a more comprehensive process with a hiring manager interview, leadership panel interview, candidate test/sample assignment, and executive level interview to decision. Allowing the recruiter to participate (passively) during the interviews can help them shape their sourcing and screening efforts.

3. Provide Feedback.

Providing feedback to the recruiter is an important part of working toward success when navigating candidate pipelines during interviews. Be as specific as needed. For instance: "candidate X approach, demeanor, and experience appears to be a better fit for a larger firm" or "we like candidate Y's answers as they match the kind of problem solving we're looking for and their technical background closely matches what we're seeking in the role" etc.

While this is a very basic and general overview of how the recruiter relationship can work, there are a lot of more specific ways to integrate them throughout the hiring process to add value at every point, improving and adding value to your employer brand.

Questions? Happy to help. 👍

Reach out to us: jchen@amphib-digital.com