Staffing agency recruiters and internal corporate recruiters have a lot in common. While the incentive structures are different, at the end of the day, both professionals are motivated to source, screen and submit the best candidates to their clients.

It’s really a symbiotic relationship. Internal recruiters need to prove their worth, by demonstrating they can source passive candidates, to build a healthy talent pipeline. However it’s often the case that external sourcing support is needed. When the volume of open requisitions becomes unmanageable, it’s often faster to work with an agency, than to hire additional recruiters. Similarly, specialized roles require additional sourcing expertise, by recruiters who already have an established network for a given field or function. For every role, internal recruiters must juggle time versus cost versus quality – and can only pick two. If quality and time are critical, than working with a retained or contingent recruiting firm is a no-brainer. Agency recruiters can help accelerate outreach, cast a wider net and conduct initial candidate vetting. If the role is filled quickly with high quality candidates, than the internal recruiter did their job, regardless of the source of hire.

However.. a corporate recruiter’s reputation is still on the line for every candidate submitted by a staffing agency. This is why internal recruiters must conduct another phone screen, to ensure the candidates has the communication skills and personality to fit well with the company, before they forward a resume to a hiring manager.

From personal experience, there is nothing worse to an internal recruiter than paying a placement fee and doing the same amount of work.

Staffing agencies.. There’s a new way to help internal recruiters help you. Make it easy for internal recruiters to hear a candidate’s communication style and domain expertise by including actual evidence (a few audio clips) from your conversation with the candidate. You’re already putting in the work to phone screen a candidate. Quickly share a few highlights with your staffing manager, your agency account manager and the internal recruiter. Everyone can feel good about the candidate’s qualifications, without repetitive phone interviews. Candidates “Advance to Go”, skip straight to the hiring manager, who also quickly review a few highlights. If hiring managers like what they hear, candidates can advance directly to on-site interviews. As we know, timing is everything in the talent business.

Honeit Audio Interview Software makes it easy to schedule, screen and submit talent in a new-dimension, to save everyone time and make collaborative hiring decisions without bias.

Introduce Candidates to Hiring Managers with Live Interview Highlights Photo

Prior to co-founding Honeit, Nick was the director of global recruiting at TubeMogul. In 26 months, he built and scaled the talent acquisition team through hyper-growth of 60 to 360 employees through IPO ($TUBE), while concurrently attending business school at Haas. Prior to TubeMogul, Nick was the director of strategic staffing at MTV Networks (Viacom) in New York City, overseeing Global Digital Media and Interactive Technology recruitment. He has worked for two HR technology companies (Taleo, NextSource) and began his career as a technology headhunter. Nick received his MBA from the UC Berkeley Haas School of Business, and a BS degree in Applied Mathematics. 

Bring your candidate phone screens to the 21st Century with HoneIT Live Interview Software. We make it easy to schedule, screen and submit candidates to Hiring Managers, to make better hires, faster. By sharing rich candidate data and live interview insights, we remove misinterpretation and bias and improve the interview experience for everyone involved. Start Your Free Trial today!