How to get the most from your recruitment partner… trust them!
I get that recruiters have a bit of a bad reputation (and for good reason in some cases!), but it’s still a bit awkward when I get a call from a Business Owner or HR Manager who says, “We tried using a recruiter once, but it didn’t really work.”
I always feel personally responsible and it can get a meeting off to a shaky start. But when I dig into what happened, it’s rarely a case of bad service or lack of effort — more often, it comes down to misaligned expectations, a lack of communication, and above all, missing trust.
Because recruitment isn’t just a service you buy — it’s a partnership. And like any good partnership, it only works if both sides are invested.
If you’ve had trouble working with a recruitment agency in the past, let me I explain what I mean…
It Starts with Trust
If you’re bringing in a recruitment partner, it’s usually because you’ve hit a point where internal routes aren’t cutting it. Maybe it’s a niche role. Maybe your hiring managers are maxed out. Maybe the applications have dried up. Whatever the reason, you’re not just buying time — you’re buying expertise.
And that’s where trust comes in.
We’re not just scanning CVs and passing them over. A good recruiter is doing the heavy lifting you don’t have time for — digging through databases, crafting Boolean search strings, filtering through hundreds of profiles to build a longlist of potential candidates who could do the job, then narrowing that down to the few who are most likely to thrive in the role, the culture, and the team.
It’s both art and science. And it takes time, judgement and a level of market insight that doesn’t come from a quick LinkedIn search.
What We Bring to the Table
If you’ve ever wondered what your recruitment fee is spent on or the value that an agency partner can add, here’s a quick snapshot of what a strong recruitment partner can offer that you may not have in-house:
- Access to premium job boards and sourcing platforms (often too costly for occasional use)
- Advanced search expertise – Boolean logic, talent mapping, competitor targeting
- Skilled CV triage – We can spot transferable skills, hidden potential, and red flags in seconds
- Candidate screening that goes beyond the CV – Motivation, values, role fit, and likelihood of long-term success
- Market insight – What candidates are expecting, what your competitors are offering, and what’s realistic in today’s hiring landscape
And perhaps most importantly — we bring a bird’s-eye view. We’re not caught up in internal politics or assumptions. We can challenge constructively, offer alternatives, and represent your brand to the market in a compelling and consistent way.
What We Need from You
But here’s the flip side — we can only do our job well if you let us in. That means:
- Clarity on what you’re looking for — the must-haves, the deal-breakers, the non-negotiables
- Honest feedback — so we can refine, adjust and improve
- Access to hiring managers — to understand team dynamics and get under the skin of the brief
- Time to do the work properly — trust in the work we do, and that the level of expertise, consultancy and candidate engagement we undertake doesn’t result in a shortlist by day 2
Recruitment isn’t magic. It’s methodical. And rushing the process often leads to rushed decisions — and ultimately, failed hires.
A Good Recruiter Will Be Transparent
You should expect your recruitment partner to be upfront with you. If the salary is too low for the market, if the expectations are unrealistic, or if feedback is causing candidate drop-off — we’ll tell you.
A proper partnership means we’re not just order-takers. We’re here to consult, advise, and deliver. And that means sometimes pushing back or offering a different perspective — always with your hiring goals in mind.
That’s why we provide a detailed Market Insights report for every new vacancy we’re engaged to recruit. It covers a hiring assessment of your target candidate pool (supply, availability, salary benchmarking), as well as competitors and trends analysis, and explains the expert approach we recommend to attract and engage the best candidates for your role.
Final Thoughts
I know it can feel risky putting your trust in someone external, especially if you’ve been burnt before. But the right recruiter isn’t just another supplier — they’re an extension of your team.
If you’re struggling to fill a role and thinking about bringing in support, I’d be happy to have a no-pressure chat. When I take on a vacancy, the first step is always a deep-dive into the role, the team, and the hiring process — and if needed, I offer a full recruitment audit to highlight where things might be going wrong and how we can fix them together.
Because good recruitment isn’t just about finding someone who can do the job — it’s about finding the person who’ll want to stay, grow, and make an impact to your business. And that takes trust, clarity, and the right partnership.
