You have been waiting for this position to open officially so you can fill it officially. Even more exciting, you've been given approval to use outside recruitment agencies in the search. Your immediate thought is more candidates and ideally better ones due to a larger resource pool – but before you know it, the excited feeling has devolved into a cocktail of feeling overwhelmed, overlapped and oversold.
It's a common thought that if you work with unlimited recruiters you'll receive a large number of candidates – aka "options" – and from there, you're confident in your own ability to reel them in. If it were only that simple! We are in the most competitive hiring market since 1999. It's going to take more than a nice email or a "hot startup" pitch to get the A-players in the door. So think again and remember that identification is only the first part of a successful recruitment outcome.
More important, delivery of solid recruitment results comes from leveraging relationships to ensure and align mutual interests and shared understanding of expectations. To do this effectively and efficiently (because we all know time is money) I'm sure you would prefer to bet on more than buzz words on a piece of paper.
Figure out how well you know who you are working with:
- Does your recruiter meet the candidate before you do?
- Is there an understanding of objective, experience, hot buttons, personal details per candidate?
- Are they knowledgeable about the technology, or better yet passionate about it?
- Can you genuinely sense their vested interest in your success and the success of your product/company?
- Do you have a relationship with your recruiter?
- Has the recruiter impressed you?
Keep it simple and remember people hire people. If you want to be successful in today's tech hiring market, then know who you are working with.