How managers get better results from external recruiters
Struggling to get value from external recruiters? Learn how managers can build effective partnerships and avoid hiring mistakes in this episode.
How can managers get better results from external recruiters when hiring senior talent
Also on Spotify and Apple Podcasts.
What this episode covers
Recruitment can be a major bottleneck for general managers and senior operators. This episode addresses how to get better candidates from external recruiters by building credible and trustworthy relationships. Tim Gear-Evans of Netiro shares practical insights on navigating recruitment challenges influenced by shifting candidate expectations and entitlement. He explains how to identify good agency partners, avoid common recruitment errors, and invest properly in people to improve hiring outcomes. If you want to strengthen your recruitment strategies and gain access to senior talent through external recruiters, this conversation offers clear advice and actionable steps.
Who this is for: General managers and senior operators seeking to improve their recruitment results by working more effectively with external recruiters.
Key takeaways
- Build strong, credible relationships with recruiters to improve candidate quality and recruitment outcomes.
- Understand recruitment challenges shaped by changing candidate attitudes and entitlement to adapt your approach.
- Choose agency partners carefully, recognising the difference between good and poor recruitment services.
- Avoid common recruitment mistakes by investing time and effort in people rather than just processes.
- Use trusted recruiters as a resource to access senior talent and specialised markets effectively.
Struggling to get value from external recruiters is a common challenge for managers responsible for senior hires. In this episode, discover practical strategies to build effective partnerships with recruitment agencies, avoid costly hiring mistakes, and strengthen your recruitment process in a rapidly changing talent market.
What you will learn
- Identify common challenges in recruitment and how managers can address them
- Build stronger, more credible relationships with recruitment agencies
- Distinguish between effective and ineffective agency partners for senior roles
- Invest in people to improve recruitment outcomes and team performance
This episode features Tim Gear Evans, founder of Netiro, who brings deep expertise in executive search and supporting SME owner managed businesses.
Episode highlights
- (1:50) The biggest challenges in recruitment
- (6:19) Importance of building a successful relationship
- (10:00) Be credible and be trusted
- (13:29) Agency partners: The good from the bad
- (18:23) Recruitment mistakes
- (23:17) Where to find great resources
- (27:30) It is about the people, invest in them
- (29:43) Where to find more of Tim and Netiro
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Get the Quick-Win PackQuestions managers ask about this episode
How can I improve the quality of candidates from recruitment agencies?
Focus on building a credible and trusting relationship with your recruitment partners. Communicate clearly about your needs and expectations, and choose agencies with a proven track record of delivering senior talent in your specific market.
What are common mistakes when working with external recruiters?
Common mistakes include treating agencies as simple order takers, lacking clear communication, and not investing time in relationship building. These errors reduce candidate quality and can lead to frustration on both sides.
How do changing candidate attitudes affect recruitment?
Candidates today often have a stronger sense of entitlement and make life decisions differently, which impacts their engagement with recruiters. Understanding these shifts helps managers and recruiters adjust strategies to attract and retain better candidates.
Where can I find specialised recruitment resources for senior roles?
Specialised recruiters like Netiro focus on senior talent acquisition and legal markets. Partnering with such agencies provides access to targeted candidate pools and expertise tailored to complex recruitment needs.