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Step Three – Evaluate the Recruiter, the person
actually doing the work
- What is this person’s background and how relevant is it to our needs?
- Do they show evidence of curiosity and interest in our company, our industry, our people and this assignment
- Do they have the capacity to listen effectively, to learn our needs rather than simply trying to impress us with the attributes of their company?
- What is their actual track record?
- How effectively does this person meet others and will they work effectively with our people? Will they be truly hands-on, involved and fit in?
- Will this person be able to do the work in terms of their know-how, schedule and resources?
- How effectively will they structure and schedule the work to be done? Will they provide us with clear benchmarks for progress and provide us constant feedback regarding their progress?
- Will they help us expand our knowledge, insights and perspective? What can we learn from them?
- Will we want them to be a part of our team and to come back repeatedly for additional work in the future?
- Are they professional? What ethical and professional standards do they adhere to? Are they experienced, well-trained and involved in professional networks and ongoing professional development? Can they keep confidences and do they respect the needs of their clients and candidates?
- Are they well-educated and experienced in business in general? Do they offer clear fee arrangements and professional accounting and billing standards? Will they treat our money and resources as carefully as we do?
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