"Make Every Hire Count: Key Questions for Your Third-Party Recruiter!

"Make Every Hire Count: Key Questions for Your Third-Party Recruiter!

Ensure alignment before starting the process with these critical questions. I have addressed a few of them below; please get in touch with me to learn more. These questions will help you evaluate the recruiter's qualifications and ensure a good fit for your organization.

 1. Experience and Specialization

- How long have you been recruiting, and what industries do you specialize in? 

  "I have been recruiting for over 20 years and refer to myself as the "Finder of Keepers:

   Here are a few examples of my specialization: 

  - Food and Beverage (Corporate and Franchise Roles) 

  - International Corporate Roles 

  - Retail 

  - Manufacturing 

  - Marketing 

  - HR & Training 

  - Construction & Development”

 2. Understanding Your Company

- How will you learn about our company culture and specific needs? 

  "To understand your company culture and specific needs, I will engage with key stakeholders to discuss your values and desired candidate qualities. If possible, I prefer to visit your workplace to observe the environment firsthand. Additionally, I will review your website, LinkedIn page, and internal materials to understand your brand comprehensively. Through this approach and open communication, I can adapt my strategy as your needs evolve, ensuring a tailored recruitment process that aligns with your culture and goals."

3.-How often will you communicate with us during the process?

"I prioritize open and transparent communication throughout the recruiting process; I ensure my clients and candidates are informed every step. Whether you prefer email, text, phone calls, or Zoom meetings, I'm flexible and available to connect wherever works best for you."

- Will we have a dedicated contact person?

At Marini Executive Search, that would be me.

4. Can you share examples of similar positions you have successfully filled?

5. Can you provide references from clients in our industry?

6. Recruitment Process

- What is your recruitment process from start to finish?

- How do you source and assess candidates?

 7. Timeline and Commitment

- What is your expected timeline for filling positions?

- How do you handle situations if a candidate does not work out?

 8. Fee Structure

- Can you explain your fee structure and any additional costs?

- What are the terms of your retainer?

 9. Post-Placement Support

- What support do you offer after a candidate is placed?

- How do you address any issues that arise post-placement?

Feel free to reach out with any questions or to discuss how I can assist you further!

"The Value of a Retained Search: Advantages for Your Business and Your Recruiting Team"

As the "Finder of Keepers," Marini Executive Search enhances your business by understanding your unique needs and culture to find top talent, including passive candidates, which is my favorite! We provide a personalized candidate experience, ensuring a smooth recruitment process that supports your company's reputation. Our market knowledge and efficient approach expedite hiring, allowing your team to focus on core responsibilities. By partnering closely with your recruiting team, we deliver a tailored shortlist of candidates while maintaining confidentiality throughout the search.

Let's Talk Job Descriptions

Without a job description, candidates may see the company as disorganized and unclear about the role. It creates uncertainty about responsibilities, fit, and expectations, making them hesitant to apply or accept the position.

Job descriptions help recruiters and hiring managers:

• · Attract the Right Talent: Clear descriptions ensure you're reaching candidates with the right skills and mindset.

  
  

• · Set Realistic Expectations: Accurate job details prevent misunderstandings and set employees up for success from day one.

  
  

• · Avoid Legal Risks: Getting the details right helps avoid potential misrepresentation or compliance issues.

  
  

• Other potential issues without accurate job descriptions:

  
  

• · Performance Problems: When the job description doesn't reflect the actual role, employees may struggle to meet expectations, leading to confusion and inefficiency.

  
  

• ·Team Issues: An inaccurate description can disrupt team dynamics, leaving tasks unfinished or causing friction due to overlapping roles.

  
  

• · Measuring Success: It’s difficult to evaluate performance or set goals when the duties don’t align with the job description.

Need help with your job descriptions? Let's chat