If you’re about to start searching for a new hire to join your team, the thought of screening & interviewing dozens of candidates might feel a bit daunting. 

To save yourself the overwhelm, you might be considering working with an executive recruitment firm (also known as “headhunters”) to outsource the hiring process. This way, you can focus on your business instead of dedicating time & resources to compile the questions & assess all the candidates yourself.

But how do you know which recruitment agency is the best fit for your organization? Similar to hiring, finding the right search partner involves asking the right questions.

How to Know Which Search Firm to Hire

Whether you are creating a formal Request for Proposal (or RFP) or simply qualifying for a potential recruitment agency, here is a short list of questions you should ask, why they’re important, and some things you should look for in the answers.

1. “What experience do you have in my local market?”

One benefit of working with an experienced recruitment agency is that they have an existing database of top talent. But if their network isn’t in your area or they have never worked with candidates in your area, they might not understand the type of person who is going to be a fit for a role within your organization. 

For example, a search firm in Toronto doesn’t always know how to qualify candidates for a team in Calgary or even Saskatchewan.

Culture, values, and lifestyle vary from person to person and even region to region. And if you hire someone who isn’t a fit, they won’t stay. 

2. “How involved do I have to be in this process?”

Or put another way, “what is my role?” Be clear about the division of responsibilities throughout the search process and detail everything your organization requires to ensure all of your expectations will be met. What will the recruitment agency take on and what do you need to do in order to ensure you find the best talent for your team?

This might include who will be responsible for skills assessments, checking references, or even how many stages of interviewing will be required.

Make sure you have the capacity to take up your end because, at the end of the day, someone has to do it.

3. “What is your pricing model?”

Recruitment firms typically operate on one of two models: a percentage or fixed fee. Some executive search firms will base their fee on either the salary or total compensation package accepted by the candidate. This can often range anywhere from 10 to 30 percent; if you decide to go this route, be sure you have a secured budget in place.

But a fixed fee structure is better for most companies because you know your budget and what to expect once the candidate is hired. There are no extra costs to surprise you at the end when you receive the final bill; you know exactly what you’re getting for the agreed-upon price.

4. “What happens if the person you help us hire leaves?”

And finally, don’t forget to ask about the guarantee! Will they offer a full or partial refund? Would they redo the search entirely? What is their guarantee period? You should also ask what happens if the recruitment agency doesn’t produce the right candidates. 

Depending on which search firm you partner with, the fee may be required in one lump sum or multiple installments. You want to know what your options will be if they are unable to fulfill their end of the agreement.

Our team at Essence Recruitment offers a guarantee because we are confident in our evaluation of candidates for fit. We own the full recruitment process—not just components of it.

Contact Essence Recruitment to find out our answers to these questions.