Recruiting consultants are an effective time-saver if you want to attract employees to your company without spending the hours interviewing candidates yourself. As with any business partnership, however, it’s important that you work with the right consultant in order to meet your goals. Here are some of the most important abilities and qualities sales recruiting consultants should have.
Understand the Company’s Goals
The most important job a recruiting consultant has is to thoroughly understand the goals of the company he or she is recruiting for. This requires that the recruiter be a good listener and be able to use this information to match the ideal candidates to the right jobs. While consultants can have some input on what types of employees would be an asset to the company, it’s ultimately the company who decides what’s most important.
Understand the Candidate’s Goals
Just as important as understanding the wishes of the company they’re hiring for, sales recruiting agencies must be able to conduct effective interviews that get to know candidates’ strengths and weaknesses. They should be able to read body language and ask probing questions that help identify employees who might be a good fit or those who don’t have the necessary skills or personality for the job. They should also be able to find out about the candidate’s goals for the future: whether they’re looking for a short-term job or a career.
Building lasting relationships is at the heart of any recruiting agency. This doesn’t just apply to relationships between your company and your future employees. Sales hiring agencies should show that they’re committed to your business by looking for ways to help you succeed. Even small things like always being punctual to meetings can help establish trust and encourage a successful partnership that will last for years to come.
Finally, recruiting consultants must be able to juggle a variety of tasks at one time. They may be interviewing a number of candidates for a variety of job descriptions and must be able to keep track of all the necessary information. Effective scheduling and multitasking is a must. Although you may not be able to tell if a recruiter is successful at time management in an initial meeting, you can get references from past clients to see how the recruiter performs under pressure.