Not all recruitment firms are equal, especially for a key position. These eight questions will help you compare proposals and choose a partner who genuinely de-risks your hire.
1. Do you really know our function and industry?
Ask for references in your sector and function. Ideally your contact has held the role or worked in the industry: they will understand your need faster and assess candidates better.
2. Who will actually run the assignment?
Does the partner you meet at the first meeting then hand over to a junior consultant? Who conducts the interviews? Who presents the candidates?
3. How will you find candidates?
Database, job ads, direct approach? For a key position, directly approaching employed candidates is often essential.
4. How many candidates will you present, and with what deliverables?
A real choice requires several comparable candidates. Ask to see a sample candidate report: summary, assessment, points of attention, references.
5. What are your average time frames?
Ask for the average time from signing to job offer on comparable roles, and how progress will be reported to you.
6. What guarantee do you offer?
Many guarantees end with the probation period. Check the duration, the conditions and how often it has had to be triggered.
7. How are you paid?
Percentage of compensation, non-refundable retainers or success fees: understand who bears the risk if the hire does not happen.
8. What do your clients say?
Ask for testimonials and, if possible, to speak to a client. Returning clients are the best indicator of a firm’s quality.
Our answers
At Businessful Minds: partners who are former Executive Committee members and have held the roles they recruit for; no delegation; direct approach; at least 3 to 4 candidates with full reports; 1.5 months on average to the offer; a guarantee of up to 12 months, triggered in fewer than 5% of cases; up to 70% of fees on success.