14.02.25

Is Your Talent Partner Just Filling Roles, or Actually Solving Hiring Challenges?

Is Your Talent Partner Just Filling Roles, or Actually Solving Hiring Challenges?

When it comes to hiring, the right recruiter can make all the difference. However, not all recruiters are created equal. Some simply act as “order-takers,” sending CVs without much thought beyond filling the immediate need (I’ve recently heard stories of recruiters sending hiring managers CVs without ever speaking to the candidate!)
Others, though, go beyond just filling seats they have the goal of becoming a true partner in your hiring strategy. 
It can be hard to know when building a new partnership if you’re being sold to, or if the person you’re speaking with has a genuine interest in supporting you and your business.

We’ve all had good (I hope) and bad experiences with recruiters and for a lot of businesses, a true partnership adds immense value. But how can hiring managers/talent teams be sure they’re choosing the right one?

The “Order-Taker” vs. The “Trusted Partner” Recruiter

A key distinction between a good recruiter and a great one is how they approach your job specification. While an order-taker might take your spec, send over a few CVs, and hope for the best, a trusted partner takes the time to consult with you. They’ll ask insightful questions, challenge assumptions, and make suggestions that can improve your hiring process or candidate pool.

The Trusted Partner doesn’t just follow instructions they aim to add value at every stage. They’ll guide you on market trends, the competitiveness of your salary offering, and how to attract the best talent for your specific needs. They understand that recruiting isn’t just about filling a role - it’s about solving your unique hiring challenges.

Questions a Great Recruiter Should Ask You
A recruiter who truly understands your needs will ask questions that go beyond the basics. Here are a few key areas they should inquire about:
•    Team Structure: Understanding who the new hire will be working with helps the recruiter source candidates who fit well with your existing team dynamics.
•    Project Goals: A great recruiter will want to know the purpose and scope of the role, ensuring that candidates align with both immediate needs and long-term objectives.
•    Culture Fit: Hiring someone who fits into your company culture is just as important as finding someone with the right skills. Great recruiters ask about your company’s values and working environment to make sure candidates align with them. (I can’t tell you how many times I’ve heard “as long as they’re not a d***head!” ????)
•    Long-Term Hiring Plans: Are you hiring for the next 6 months, or is this role part of a wider strategic growth plan? A recruiter who understands your future goals will identify candidates who not only fit the current role but also have room to grow with your company.
Industry Knowledge & Market Insight
Does your recruiter understand the current market trends, salary expectations, and in-demand skills in your space? If they’re just sending CVs without offering insights, then they aren’t adding strategic value. A trusted partner will help you stay ahead of the curve by providing advice on what’s realistic in terms of salaries, skill sets, and timelines.

Recruiters who understand the nuances of your industry can also guide you on how to approach your hiring strategy in a competitive market. Whether it’s finding candidates with niche skills or exploring untapped talent pools, a great recruiter adds a wealth of market knowledge that helps you make better decisions.
Success Stories & Track Record
A reliable way to assess a recruiter’s ability to meet your needs is by looking at their track record. Have they successfully placed similar roles before? Do they have a history of working with companies like yours? It’s essential to ask for concrete examples of their past successes and whether they’ve placed talent in roles that align with your needs.

A great recruiter can share stories of how they’ve helped businesses solve complex hiring challenge whether that’s filling hard-to-fill roles or sourcing highly specialised talent. They should also be able to provide references or testimonials from clients who can vouch for their ability to deliver on hiring goals.
Communication & Collaboration
A truly great recruiter isn’t just someone who nods and agrees with everything you say - they’re a collaborator who challenges you when needed. They’ll push back on unrealistic timelines or salary expectations, but always in a way that fosters better decision-making.
Great recruiters are also excellent communicators. They listen to your feedback and adapt their approach accordingly, making sure the recruitment process is smooth and aligned with your expectations. If they don't check in with you regularly or fail to adjust their strategy based on feedback, that’s a red flag.

In Summary…

When you partner with the right recruiter, you’re not just filling a role - you’re solving a strategic hiring challenge. Look for a recruiter who consults, challenges, and adds value at every stage. (Don’t look too far…we’re right here at dcoded ????)