How to Approach Recruiters Effectively

Your marketing team is one of the most important parts of your company. Together, they determine the public image of your brand and are responsible for how consumers see you. With that in mind, it’s important that you are thoughtful in choosing project managers, designers, copywriters, developers, and other members of your marketing team.

A marketing staff recruiter in San Francisco can be a major asset in putting together the best team. Their knowledge, expertise and instincts can be relied upon to put together a team of employees who can take your company to the next level.

If you think a professional recruiter in San Francisco is what you need, here are a few tips to help you get the relationship started.

Have an Idea of What You’re Looking For

There is only so much a recruiter can do to help you if you don’t really know what you’re looking for in a candidate. Have job titles and descriptions ready, and be prepared to tell the recruiter about the feel and tone of your office and team. If you have specific requirements of your employees—non-traditional hours, multiple skill sets, subject matter expertise—make that clear from your first consultation with the recruiter. Otherwise, they’ll end up recommending unsuitable candidates, wasting their own time and yours.

Know What Problem the Recruiter Needs to Solve

If you’re turning to a recruiter for help, there is a good chance that there were specific obstacles that prevented you from finding a good candidate simply by using traditional job posts. Maybe you’re a new company and therefore didn’t have the reach necessary to attract a good pool of candidates. Maybe the qualifications you’re looking for are very specific. Maybe you couldn’t find candidates who were willing to work only part-time hours. Whatever that problem is that prevented you from finding a candidate on your own, communicate that to the recruiter ( They can’t solve a problem unless they know what it is.

Be Open to New Ideas

An experienced recruiter may suggest you conduct your search or interview process in a different way to learn more about the candidates. They may suggest you alter your criteria to find a better fit, or offer flexibility in compensation negotiations. Though you’re not obligated to implement all of their ideas, it’s at least worth while considering them. Your recruiter is an expert at hiring and retention and will have unique insight into how to find employees who are the best fit for your company.

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