Partnering a Recruiter – What This Really Means

Ben Brett interlocking his hands

Ben Brett practices

Recruitment is evolving in the Veterinary sector.


Part of this evolution is a growing customer orientation for recruiters as their markets mature.


When working with a recruitment partner you can for example:


  • Access proprietary market information to get ahead of hiring trends, be best placed to evolve your offer in terms of salary and compensation and as importantly ‘work – life balance’ options


  • Improve your employer brand by leveraging recruiter advocacy and gain greater access to the best, most relevant candidates for your organisation


  • Work with like-minded people who will go the extra mile for you.


With 30 years’ recruitment industry experience, at the leading edge of service evolution, my advice is to: cast your preconceptions and experiences with low-quality recruitment agencies aside; reconsider the possible and jot down what you really want from a ‘Talent Acquisition Partner’ not simply a recruitment agency.  Part of your challenge of finding the ideal partner is they’re busy, working with clients who get the concept, are aware of the benefits and are getting ahead.  So the companies who are canvassing you every day for your latest vacancies are probably not the ones you want to deal with in this new world of partnership.


Like all the best relationships, partnering a recruiter works best when you partner the right recruiter! 


So what does your perfect partner look like and how can you spot them?


Here’s a quick guide of some of the factors to look out for when partnering a recruiter:


  • Consultative approach – you should feel that the recruiter is driven to understand your company vision, business model, organisational structure, your personal aims, your people, your clinics, the pros and cons of working in your organisation.


  • Wants to operate as an extension of your recruitment efforts, working in areas you struggle with, developing your employer brand and offer to clinical staff.


  • Industry focus – the best recruiters are committed to the Veterinary Industry’s profile and public perception and they will be proud to be doing their bit to improve and develop industry standards.


  • Open to your ideas – recruitment or talent services go way beyond sending CVs. How the service is tailored, how they structure their team, the offer, and service levels, what the actual results you seek will vary depending on whether you have an internal recruitment team or are reliant on external help 100%.


  • Focus on right people for you not simply skills-driven in their search, place a value on values – this is where the gold of higher retention and productivity is.


  • Business focus – a good recruiter looks to understand your business needs, has ideas on how to deliver a better return on investment, particularly as regards staffing, talent and recruitment issues. This does not mean dropping on fees it means working with you to reduce the volume of wasted fees and time.


  • Knowledge of industry trends, skills availability, organisational knowledge and demonstration of understanding of ways that this knowledge can help.


  • Research driven – top recruiters conduct ongoing research and provide access to this for the companies they work with – this supports business planning; where to open new clinics, where to invest etc…


  • Quality driven – seeks to engage with you on the basis that they will learn and develop by working with you and not disappear at the first sign of trouble or if they can’t fill your immediate vacancies.


  • Tiered approach – you should know the directors of the business and be able to work with them as well as their staff to get the service how you want it.


  • Facetime – they will want to meet you, the recruitment stakeholders to work most strategically.


Clearly, this list is not exhaustive yet I hope it’s a starting point.  If you require any further impartial assistance or help please get in touch.

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