Recruitment agencies can be a huge help, but only if you work with them in the right way. Plenty of hiring managers waste time by treating their agency as a CV-sending service, rather than a proper partner. If you want to get the most out of a recruitment agency, you need to build a relationship that works for both sides.
Know What You’re Looking For
Sounds obvious, right? Yet many briefs that recruiters receive are vague. A job title and a line about “needing someone with experience” won’t cut it. Before you speak to an agency, map out what success looks like in that role. What will the person achieve in their first six months? What skills are essential, and what can be trained later?
If you take the time to pin this down, you’ll give your recruiter a clear target, that means fewer wasted interviews and a much stronger shortlist.
Keep the Conversation Open
The best results come when you treat your recruiter like part of the team, share context about your company plans, the culture, even the challenges, the more they know, the better they can sell the opportunity to candidates.
Recruiters also have their ear to the ground. They know what competitors are paying and what candidates are asking for right now. If you want to get the most out of a recruitment agency, be willing to listen to that insight. It can save weeks of searching.
Don’t Sit on Feedback
Nothing slows down a hiring process more than silence. If a CV isn’t right, say so quickly. If a candidate was close but not quite there, explain why. It doesn’t need to be a long email, a two-minute phone call works fine.
Here’s why it matters: top candidates don’t stay on the market for long. If you wait too long, the recruiter might call back only to tell you that your favourite has already accepted another offer.
Be Upfront About the Role
Every job has its tough points. Maybe the hours are long, or the role is brand new with little structure in place. Hiding these details doesn’t help anyone, if you’re honest, your recruiter can manage expectations and present the role accurately.
That honesty pays off. It stops people from dropping out once they discover the reality, and it shows candidates that your business values transparency.
Think About the Candidate Experience
Remember, your recruiter is representing your brand in the market. But once candidates meet you, their experience is shaped by how you handle the process. A quick reply, a clear timetable, and a bit of courtesy go a long way.
If people walk away feeling respected, even those who don’t get the job may speak positively about your company. That makes your recruiter’s job easier next time around.
Be Flexible
You may go into the process with a set idea of what you want. But if your recruiter comes back with market feedback, say, the salary is a little low, or the skill set is too rare, listen. The job market moves fast. Sometimes a small tweak to the package or the requirements is all it takes to find the right person.
To truly get the most out of a recruitment agency, be open to making adjustments. Sticking rigidly to an unrealistic brief usually leads to frustration on both sides.
Build a Relationship That Lasts
The real value of a recruiter comes out when the relationship is long term, if you only call when you’re desperate to fill a role, you’re always on the back foot, but if you keep them updated on your growth plans, they can be on the lookout for people before you even have a vacancy.
That’s how you get access to hidden talent, the kind of candidates who aren’t applying to job boards but are open to the right move.
Final Thoughts
Working with a recruiter is more than just outsourcing admin. It’s about creating a partnership. To get the most out of a recruitment agency, be clear in your brief, respond quickly, and stay open to their advice. When you do, you’ll not only fill roles faster, but also build a stronger team with less stress along the way.