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Choosing the right headhunter is crucial for finding the best talent for your business. Before committing, make sure you ask these key questions to ensure you’re making the right choice:
1. How long have you been in business?
Don’t invest in a company that’s just starting out. An experienced search business should have a proven track record and a repeat client base – ask for testimonials. Companies that have been around for over a decade (like Tiro, founded in 2000) have weathered multiple economic cycles, which adds to their credibility.
2. Have you filled a role like this in our industry?
You want a headhunter with a successful history of sourcing candidates with the experience you need in your sector. A firm with relevant experience will have established networks and will be able to find top talent quickly.
3. What is your average fill time?
If you’re turning to a headhunter, you’ve likely already spent time trying to fill the role yourself. A lengthy fill time of 3-6 months won’t solve your immediate needs. Ask your recruiter about their typical fill time for roles like yours in your sector.
4. Can you design a job description and person specification?
When filling a role, it’s a great opportunity to re-evaluate your business needs. Once you have a basic framework, a good headhunter should help you flesh out the job description and person specification to ensure you attract the right talent.
5. What do you need to know about our business?
A great headhunter will proactively seek out the best candidates for you. But to do that, they need a deep understanding of your business structure, goals, and ethos. If they don’t ask detailed questions about your company’s culture and vision, walk away.
6. What is your retention/success rate?
Using an executive search firm should reduce the risk of a bad hire. Ask about their retention rate, as it shows their track record for finding the right fit and avoiding costly hiring mistakes.
7. How can you ensure you attract the best possible candidates?
Your headhunter should help you determine why top talent would want to work for your company. Whether it’s market leadership, professional development opportunities, or competitive compensation packages, they should help you craft the right pitch to engage highly sought-after candidates.
8. What is the fee structure?
Clarify how fees are structured. Is a portion of the fee required upfront? Is the fee based on the successful candidate’s salary? What happens if the candidate doesn’t stay? Ensure you understand the costs involved before committing.
Ready to Partner with a Trusted Headhunter?
Tiro has over 20 years of experience helping companies find the right talent quickly and effectively. If you’re ready to work with a headhunter who understands your business and can deliver results, contact us today to discuss how we can help you.
