The 3-Question Recruiter Hiring Inventory


Small business owners often feel the pain of the wrong hire much stronger than a larger corporation. A Right Management survey revealed that more than 80 percent of American employees plan on leaving their current jobs this year. Small businesses bear a much larger burden with turnover through lowered productivity, overworking your remaining staff, lost knowledge, and training costs.

Finding the right recruiter can free up some time and resources and help you find the right hire, but where do you begin? Pete Kazanjy, co-founder of TalentBin, offers three questions small business owners should ask themselves when starting a recruiter search:

  • What’s your hiring volume? Before you start working with a recruiter, look at what you need now and for the next three quarters. Take into account your anticipated number of hires for each quarter, the roles for which you need candidates, the timeline for hiring, and your budget.
  • What are your ideal candidate qualities? In order for a headhunter to help you find the perfect match, you have to dictate the details of what you’re looking for in a candidate: from their skill set and experience, to your company culture and policies. Know what you’re looking for and share all of this information with the recruiter to ensure they understand and can meet your needs.
  • What type of recruiting strategy makes the most sense? You want to understand your options and pick the best and most cost-effective solution for your company’s current need. Generally, you seek a recruiter to fill a void in one of four areas: raw labor, skilled labor, network or pipeline recruiting, and organizational acumen. Raw labor means you need someone to perform the basic duties like scheduling interviews and monitoring calendars. Skilled labor indicates that the recruiter must offer more high-level tasks like filtering through resumes and writing job descriptions. The next level comes in network or pipeline recruiting where someone would spend all of their time building and expanding their network to secure a candidate quickly. Organizational acumen requires a headhunter to assess your company’s situation and to create a hiring process for you. Each of these needs dictates the type of recruiting service ideal to help you avoid making the wrong hire.

There are a number of different options for finding help during the hiring process, so it’s important you do your homework to understand them. Knowing your hiring volume and expectations of a candidate will allow you to better identify the types of services you need. A successful recruiter experience begins and ends with the small business owner; the headhunter can only perform their job correctly if they receive the support they need. Take the time to get to know the individual you choose based on your needs and make sure you understand their needs too. After all, the person your recruiter finds for you ends up in your business, and you always want the best candidate possible. That doesn’t always come easy—but it’s what good recruiters are always hunting for on your behalf.

Pete Kazanjy is the founder of TalentBin talent search engine. He specializes in helping recruiters and sourcers track candidates on the web, and you can follow him at @kazanjy and TalentBin’s team at @talentbinhiring.


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