Your professional recruiter can be a company's most effective link to that ELUSIVE, but QUALIFIED, CANDIDATE POOL. However, getting the most from the services a search firm has to offer can be impacted greatly by the way the client employer works with the recruiter. Read on for some tips for getting the most effectiveness out of your relationship with your recruiter.

Pick the Right Recruiter.

Choosing a recruiter who specializes in your industry and geography can be the first and most important step you take in the search process. This professional will fill your job more quickly since he/she will already have a database of local candidates with skills relevant to your position. There will be no learning curve for them to get up to speed in your industry specifics.

Work with One Good Recruiter.

You've heard the old adage, "Too Many Cooks Spoil the Broth". Well, the same is true with recruiters. If you have put your job out with several contingency recruiters because you think you will have a lot of people out searching on your vacancy, it is probably just the opposite. Sure, any recruiter will present a candidate who just happens to be in his/her database, but if there are no good matches will they really "Search It"? Believe me, a recruiter will spend more time working your assignment if he/she knows you are working only with them.

Share "All" the Job Details.

Give more information to your recruiter than simply the education and experience stated in your job description. Describe the type of personality you are looking for, the positives and negatives about your opportunity, the key challenges that will immediately face the new employee, etc. A better-informed recruiter will find a better match.

Be forthright in dealing with your recruiter.

"Tell it like it is." Let the recruiter know the status of the search at all times (i.e. continually review the progress of all active candidates, the existence of any internal candidates, how the presented candidates really stack up, and when the job is most likely to get filled, etc.). Don't play games. Maintain your recruiter's trust in you as a client and they will work harder for you.

Treat Candidates with Respect.

Don't keep the candidate waiting for the interview and don't allow interruptions during the interview process. Let the candidate know that he/she is your number one priority at this time. Make a positive impression, as remember this candidate must choose you as well. Also, if it is a small market, candidates do speak to others who can be potential candidates for your organization down the road.

Be Willing to Do Some Selling.

We call it recruiting. Your search professional will take the time to present all the positives about your organization and the job opportunity to the potential candidates. However during the actual interview, the hiring authority and everyone the candidates meet must be willing to talk to them about the good stuff. Come right out and say why the candidate should join your company, why your employees like working for you, and cover all the positive things from the benefits, to the communication styles, and to the corporate culture that make your company a good place to work. This does not mean to exaggerate or mislead. The truth is that most employers have many good things to offer in benefits and culture that were put into place specifically to attract employees, but they don't always remember to talk about them at the interview.

Act Promptly.

"Time Kills Deals" in recruiting as in business. When your recruiter calls you it is for a good reason, so call back promptly. You don't want to miss out on a great candidate who has other offers and is moving quickly. Once you have interviewed a candidate give feedback promptly to your recruiter so it can be shared with the candidate in a timely manner as well. This is only common courtesy once a candidate has invested time in visiting your organization.

Follow the Decision-Making Process.

Let the recruiter know in advance who will be involved in the interviewing process, who will make the ultimate decision and when it will be made and then stick with that plan. Don't change things in mid stream. This really slows down the whole process and does not allow for fair comparison of candidates.

Build a Lasting Relationship with Your Recruiter.

Once you have found a search firm or recruiter who works well with you remember them for future searches. You can build a relationship whereby the recruiter gets to know your organization well, your company culture, your benefits package, your requirements in candidate traits, etc. Think about it, this saves time by not having to repeat all of the company information every time you have a new search assignment. A visit to your site by the recruiter can also be arranged, which allows the recruiter to share first-hand details about the workplace and location with candidates. This key recruitment partner will eventually become an expert in identifying the type of staff you prefer.

Remember: Your recruiter can be an invaluable partner to you in your search for your next career opportunity. A cooperative relationship between you and your recruiter is essential in order for you to obtain the highest level of service your recruiter has to offer.