One of the main factors when considering recruitment consultants are the relationships they have. If you are looking within a certain geographical area and industry, which agencies are consistently advertising your type of roles? Do your research, look at the testimonials different recruiters have either on their own website or sites such as linkedIn. Are they from companies you are interested in? When you approach a particular consultancy ask them what agreements they have in place with your target organisations.
Most large employers operate a PSL (Preferred Supplier Listing). The consultants on this list should receive any vacancies they have first and will be authorised to submit candidate details to them. Those not on the list in theory should not be able to send candidates forward. PSLs exist so companies can build stronger relationships with selected partners and receive better service and cheaper fee rates in return. Unfortunately not all PSLs are successful as compliance from the whole organisation may be poor, and some line managers continue to give out details to their favourites on the list or not. Consultants may also be listed and still not receive job vacancies. Trying to establish what relationships the recruiter has is not therefore straightforward.
I would suggest one indicator is the Job spec. Sometimes a full job spec is not always available, but if the recruiter can provide you with the full spec (not just an advert) or demonstrate evidence direct from the company then they should be able to represent you. If they cannot give you this information then chances are they will be speculatively sending your details and may not have the best relationship. Of course, this is not always the case. Many times clients have looked at a CV and created a position within the organisation or sent the details onto colleagues resulting in an interview. Yet, if there is a particular role an agency is recruiting for, there is usually a job specification of one sort or another.
Another selection method is the referral. Has someone you know recommended them? How well do you know this person? How do they know the recruiter they are suggesting? Be wary of a general introduction to an agency. Service can vary dramatically from consultant to consultant. Testimonials are useful, but again in what context where they given? When were they given? Are the circumstances similar to your own?
Other qualifying questions will include: What can they offer you? How proactive will they be on your behalf? What action will they take? What value added services can they provide? What feedback on your CV can they give you?
Get external input, Recruitment Reviews is an independent website helping job seekers make informed choices based on reviews written by fellow job seekers. It’s a comparison website for the Recruitment Industry and definitely worth a look.
When all is said and done you need to rely on your gut instinct as well. When you speak to a consultant do you trust them? Do they make sense? Do you feel their creditability? If the answer is yes then this goes a very long way in building a working relationship. Remember that a relationship goes two ways, what is good for one person will not necessarily work for another. Making it work for both of you should be the ultimate goal.