LinkedIn Question: Why don’t companies benchmark the quality of their third party recruiters?
I asked this question on LinkedIn:
How do you know that you are using a Great Recruiter? Do you ever benchmark their candidate turnover, productivity or promotion rate?
Why do we benchmark every piece of the sales process, but do not compare the value that your recruiter brings to the firm? I am amazed at large organizations (500 M and up – healthcare products) that just keep doing the same thing. If we can improve on all processes, why not question the quality of your third party recruiter? A good firm will be fine with competing with your internal recruiter and other external recruiters. The numbers will bear out.
Here are some of the responses I got:
Jeff L. says:
Good question. When you are in that size company of 500M and up you have to deal with so much of the red tape that goes on and the politics. Usually you have to deal with HR and you know how that goes. They’re not interested in seeing the value that you bring rather what value they can bring to their own organization.
Jim B. says:
I couldn’t agree more. Companies will pick apart evry sales and revenue generating process they have to squeeze the maximum profit (and they should), but when they have an internal recruiter or firm they have used forever they refuse to compare on quality and value. Competition brings out the best in everyone and would minimize the duration of open positions and add quality candidates to their bench. All of which saves money to the bottom line. Most of us are contingency recruiters anyway so there is no pay unless they accept our candidates for the position. A complete win/win for the company. Doesn’t make sense but we see it every day.
David D. says:
If you are using an external recruiter the company is just as responsible for the quality of the hire as the recruiter is. Agencies provide searching and basic screening and nothing more, the company is still responsible for making the hiring decision. So if you make a bad hire, then the agency is only responsible is so far as they presented the candidate, but it was the company that hired the candidate.
Tim C.
The quicker we get the best candidate into a position the better. If that’s using an internal/external recruiter it should not matter. If an external recruiter has the best candidate but the company waits 3 months to take that person because they want to give the internal guys a chance and saves 8k in recruiters fees… Who’s losing out? How much has the business lost in not having someone in that role? I am sure its more than 8k…
Alex S.
In my view, the benchmark of a recruiter should be quantative as many of my colleagues comment below, and a great ATS will enable you to do this very effectively. However, how many of us also listen carefully to our candidates about their experience with agencies and outside recruiters and include this qualitative aspect in our benchmarking ? When the relationship works well and you have a true partnership between external and internal then the results in terms of candidate preparation, promotion of employer brand and candidate and employer satisfaction speak for themselves.
I had a client that benchmarked my candidates, other third party candidates, internal referrals and internal recruits. Mine were the best across the board: productivity, promotion rates, lowest turnover, etc. The client would not share the information – too confidential. But you get the point, right?
Written by Peggy McKee - the medical sales recruiter
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