There are numerous attempts on a daily basis by various different recruiters to persuade companies to allow them to find candidates to fill their vacant job positions. During these phone calls, recruiters use numerous techniques in the hope of persuading a company to allow them to attempt to find suitable candidates for their needs. The majority of these calls prove fruitless. However, there are some instances when the company considers a recruiter to work their roles for them. On these occasions, there are many factors the company considers before contemplating whether they are going to allow the recruiter to hire for them. Some of these factors are outlined below:

1) How much knowledge the recruiter has of the market.

Fundamentally, the company will want to ensure that the recruiter has a sound understanding of the market that they work in. This is the obvious requirement, as if they do not seem as knowledgeable as they should, their pitch will be discarded instantly. Therefore, the company will ask the recruiter some questions about their market, before analysing the quality and depth of their responses.

2) The recruiters’ experience of working with similar companies.

One of the first things a company will need to know is the amount of experience the recruiter has had of working with similar companies to themselves. This will entail the recruiter outlining the previous companies they have recruited for in the past, and how long-lasting these previous relationships were. This will hint towards how much success they experienced with these companies, a vital consideration for a company.

3) How friendly and efficient they sound during their pitch.

Once the company is convinced that the recruiter has sufficient knowledge of their market, and has a suitable amount of experience working with similar companies, they will decide whether they actually want to work with the particular recruiter. This will be determined by how friendly the recruiter comes across over the phone, and how efficient they seem when describing their processes. An enthusiastic and warm phone call is always going to be more appealing to a company, so how you portray yourself during a phone conversation can be crucial.

4) The fee terms they are proposing to work with.

Another important factor which contributes to the decision of a company to allow a recruiter to work with them are the fee terms they are proposing. Different recruiters expect different placement fees, so the demands of the particular recruiter regarding this is considered by a company. The standard fee in recruitment tends to be around 15%, but this can vary, meaning it has to be taken into consideration. If a company decides that the fee proposed is not acceptable to them, and they are not willing to negotiate, then they are rejected.

5) The pace at which they come back with suitable candidates.

Finally, some companies may give a recruiter a trial period on one of their current job roles, to assess the speed at which they come back with high quality candidates. If they come back quickly with the desired standard of candidates, then they are more likely to be given a chance working more roles for them, and developing a longer term relationship. However, if not, then they are not likely to develop any relationship with the recruiter moving forward.

Therefore, there are numerous factors that need to be considered before a company can give permission to a recruiter to work their vacant job roles. However, it is not as daunting a process as it sounds, as long as they come across as confident and knowledgeable, but there are certainly several obstacles to pass to get that all important go ahead from the company in question!