Your guide to engaging with a recruiter

A great recruiter can make all the difference for your business, but it can be hard to know where to start. With most recruiter roles varying from company to company, what may work for one business may not necessarily work for yours. Gaining knowledge of the recruitment process, their role, and their expectations will not only save you time but also provide your organisation with access to high-calibre candidates.


But before we dive into our tips for engaging with a recruiter, let’s discuss what exactly a recruiter does.


From building and maintaining strong relationships to executing job openings and screening candidates, it’s a recruiter’s role to find the perfect candidate for the position. Recruiters manage the entire talent acquisition process from beginning to end.


Of course, there are many types of recruiters. When working with a recruitment agency, you should be aware of two types of recruitment.There are both full-service and specialised recruitments.What’s the difference?

  1. Full-service recruitment agencies cover a broad range of roles, industries, and locations. These kinds of recruiters are with your business for the entire recruitment process.
  2. Specialized recruitment agencies are experts in one area, such as online advertising or graphic design.

When contemplating which recruiter to use, we recommend structuring your questions strategically. To make the best decision for your business, we recommend asking the following questions:

What type of roles do you recruit for?

This question is important in determining a recruiter’s level of experience, along with the types of roles they are comfortable recruiting.


In particular, some specialised recruiters may not have the network for the role you are recruiting for. With a narrower focus, specialised recruiters tend to have a deeper “knowledge” of the area in which they operate. This may not align with your business and the roles you recruit.


On the other hand, full-service recruiters have a broader focus and work on a wider variety of positions. Full-service recruiters have a great understanding of recruiting fundamentals and principles and have fewer restrictions on the types of job orders they can work on. As a result, they have a larger candidate pool along with a deeper professional network. As a full-service recruiter, we suggest inquiring into the kinds of roles a potential recruiter regularly recruits for. This will provide insight into how you will collaborate, as well as the calibre of candidates they may have. Ensuring your recruiter understands what an ideal employee looks like to you will help set a clear picture while enabling your recruiter to clarify if they are comfortable with this role.

What’s your process for attracting top talent?

This may come as a surprise, but some recruiters don’t even meet the candidates they are sending to your business. This is why it is so important to be informed of the recruitment process utilised by a potential recruiter.


To ensure top talent is sourced, we suggest making enquiries into the following:

  • How do you screen candidates?
  • Do you conduct face-to-face interviews with talent?
  • How do you prepare candidates before their interview?
  • What is your process for checking in with your clients?

The last thing you want is for a recruiter to send you endless candidates who don’t fit the role. You will gain valuable insight into your recruiter’s work and their ability to fill the position you have by asking these questions. It is also worth noting that, as a client, the best advice we can give is transparency. Ensure you are clear on what you’re looking for and your expectations. Clarify the role you are hiring for, and be open to transferable skills if the role is new.

How do you find your candidates?

This is especially important when your recruiter doesn’t have suitable candidates in their existing database. In order to access top talent, you must have an effective recruitment strategy in place.


From attending networking events to navigating LinkedIn, sourcing high-calibre candidates takes work. At Recruitcorp, we have built a large professional network with access to top talent. We actively attend career networking events, collaborate with candidate referrals, and use job boards to maintain a strong recruitment strategy.


But this is not the same for every agency, which is why it’s so important to ask. We suggest looking for key areas that your potential recruiter has leveraged to build their network. Do they attend networking events? or actively engage with other professionals on LinkedIn?

Have you got any reviews?

Successful recruits speak for themselves and provide a lot of insight into the kind of work a recruiter does. Client references will also reflect if a potential recruiter has access to top talent and the capability to match the right person with the right role.


A great recruiter prioritises the relationships they have cultivated with their clients. from ensuring they understand what it is their client is looking for to understanding their business and culture. This enables the formation of what an ideal candidate looks like, so a great match can be made.


Given that this is the case with your potential recruiter, it should be easy for them to provide insight into the successful placements they have made. Whether this is from the candidate themselves or the clients they have worked for.

With over 20 years of experience, top talent hires are what we specialise in. Contact us today.

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