Employers: Optimize the Recruitment Process

Thinking of hiring a recruiter to help find the right candidate? At Bristol Associates, our clients can expect confidentiality, responsiveness, professionalism, individualized service, and always going the extra mile. There are numerous ways for employers to work with the recruiter to improve the recruitment process for maximum results. Bristol’s Senior Vice President Peter Stern shares important advice and ways to utilize the recruiter throughout the recruitment process.

Stage 1: Finding the Right Recruiter

Thoroughly screen prospective recruiters. Not every recruiter brings the same level of recruitment expertise and industry knowledge – both of which are key to the success of the search. At Bristol, we specialize in recruitment in the casino gaming, food manufacturing, hospital and healthcare, hotels and resorts, travel and tourism, and restaurant industries. To determine if the recruiter is the right fit for the search, ask the recruiter the following questions:

• Which industries do you specialize in? Within those industries, which functional areas do you focus on?
• Can you provide examples of recently completed searches related to our open position?
• Describe your search process and methodology.

Stage 2: Working with the Recruiter during the Search

If this is a confidential search, make it the first item of discussion. It is essential that the recruiter is armed with complete information about the requirements, skill sets, and expectations along with details regarding compensation and benefits.

At Bristol, we present important background information about the candidate along with a resume. Potential questions to request recruiters to ask candidates prior to an interview include:

• What is the reason for making a change from current (and/or most recent) positions?
• What is your current (or most recent) compensation package including benefits? What are your compensation expectations?
• What is your geographical preference? In the case of a local search, what is your commute range to the job site?
• If relocation is an option, what assistance will be required?
• Why are you qualified and interested in this opportunity?

>>> More about Employers and the Recruitment Process

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Stage 3: Provide Constant Feedback

To help the recruiter hit the target, provide constant feedback on candidates that have been presented. Focus on areas of concern as well as elements that left a positive impression. When giving feedback, answer the following questions:

• If the experience and skills are not in line with the job requirements, why not?
• Are there gaps in employment that you are concerned about?
• Does the resume indicate a history of progressive promotion?
• Has the candidate made efforts towards professional development?
• Does the candidate’s company and category background indicate a likelihood of successful performance?

Stage 4: Interviewing Candidates

Let the recruiter handle setting up initial phone or in-person interviews. Use the recruiter’s insights to assist in carefully structuring the interviews to evaluate whether the candidate should be given further consideration:

• Are the candidates’ answers responsive to the questions asked?
• Does the candidate provide specific examples of work experience that address the position requirements?
• Is the candidate a good listener? Does the candidate provide concise responses without straying off topic or answering questions that were not asked?
• Is the candidate prepared with intelligent and relevant questions regarding the company and the position?

Stage 5: Making the Offer

The recruiter should be an integral participant in this portion of the recruitment process.

• References can be conducted solely by the recruiter or in combination with the company’s team.
• Make sure the offer provides full details of compensation package to include base salary, bonus (and bonus formula), as well as comprehensive description of benefits.
• Let the recruiter “preview” the offer with the candidate to cover areas of concern or uncertainty. This will facilitate the negotiation process if one is required.
• Negotiations can be brokered by the recruiter in order to smooth the process and provide advice and suggestions to both sides.

Identifying and hiring new talent is a critical aspect of being a business leader and requires more than just reviewing applications and interviewing candidates. If the recruitment process is not effective, it can set back the company’s goals and objectives. The right recruiter can be an essential partner in searching and bringing the right people on board.


Peter Stern, Sr. Vice President     View Peter Stern’s LinkedIn Profile here.

Bristol Associates is an executive search firm with a 50-year history of excellence. Bristol specializes in recruiting for companies and candidates in the casino gaming, food manufacturing, hospital/healthcare, hotels/resorts, travel/tourism/attractions, facilities/concessions, and restaurant businesses.

If you’re interested in working with Bristol Associates, click here if you’re an employer or here if you’re a job seeker.

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