Clinical Staffing Reviews

A site which compares Clinical Recruitment Firms so you are able to select the best Recruiting Company to fit your staffing needs.

Why You Should Fire Your Recruiter

Here are the top 10 reasons you should fire your recruiter:

  1. Your recruiting company doesn’t offer you a single point of contact to work with.  You should have one person that you can work with for every job, every candidate, and every issue.
  2. Your recruiting company doesn’t have expertise in clinical research.  Having a clear understanding of this industry is critical; otherwise, how can you trust them to qualify others to work in this field?
  3. You don’t receive candidates who meet your qualifications every time.  Requirements are requirements – if I tell the recruiter I need candidates with a nursing background, give me candidates who have a blooming nursing background!
  4. Your recruiter ignores your budget.  I am not talking about the recruiter pushing the rate limit a little for stellar candidates.  I am talking about someone consistently ignoring your rate caps.  If I tell you I am looking for a rate of $90 dollars an hour, don’t submit average candidates with a bill rate of $120 per hour!
  5. Your recruiter argues with you.  I want my recruiter to advise, consult, make recommendations, and share her expertise.  After all, a quality clinical recruiter has expertise in areas where I will not.  But at the end of the day, if I reject a candidate for some reason, the candidate is rejected.
  6. Your recruiter doesn’t obtain the candidate’s permission to be submitted to your position.  You would be surprised at the number of submitted candidates who are not aware they were submitted! Make sure your agency receives a written confirmation from candidates before submitting them for your open positions.
  7. Your recruiter works for your competitors.  Be aware of conflicts of interest – especially when recruiters support multiple CROs.
  8. Your recruiter doesn’t understand the term “speed to market”.  I see recruiting companies advertising jobs that are 3-5 months old.  Be cautious!  A great recruiting agency will close jobs quickly because they have a network to go to.
  9. Your recruiter doesn’t address problems with current contractors.  There are going to be issues, so ensure you have a partner who will assist you in addressing those problems.
  10. Your recruiting agency doesn’t have a stellar track record of paying their consultants on time.  Do the research to ensure there is no history of consultants having to fight to be paid.  You can’t afford to lose a great consultant 3 months into a yearlong contract because the recruiting agency isn’t paying as it should.

What would be your number one reason for firing your recruiting agency?

Signing off,

Fred

fred_elmore[use AT symbol here]clinicalstaffingreviews.com

linkedin      CSR logo 1