So, the choice was made, the contract with the agency was signed and now you have recruitment manager who is your qualified assistant (we hope) and your colleague and allied.

Here is some advice how it is better to cooperate with him:
  • Do not regret the time for personal meeting during which you will discuss the details of the vacancy, explain, what kind of work was already done or is being done , you will tell about your company, its history, structure, corporate style, other features. If there is an opportunity, show the recruiter a workplace of the future employee, give him advertising materials, and other things for the job.
  • Pay attention to questions asked by the recruiter and try to give him maximum exact and detailed answers. Be patient; do not avoid repeating the same things several times. The sooner you will be understood the sooner you will find an employee. At the end of conversation it is better to ask the recruiter to formulate the basic features of the vacancy, in this way you will understand how well your recruiter has understood you.
  • During the work always try to be in contact with the recruiter according to the preliminary agreement. Please inform beforehand which means of communication are most acceptable for you (phone, e-mail) and also when you can be found on your workplace. Unfortunately, there are cases when HR manager of the company promises to call back the recruiter within an hour, and then disappears for some days. On the other hand, the recruiter has to regularly inform the client (HR manager or the manager of the personnel) how the process of recruitment is going on.
  • The final work of the recruiter is impossible without being in contact with the HR manager. When the candidates guided by the agency are rejected to get the job, the specialist of the agency has to find out why the candidates do not suit the client. It is done not with the purpose to influence the HR manager, but to make corrections in the announcement to send more relevant candidates in the future. Very often HR managers cannot give exact explanations in this occasion. It is sometimes connected with the fact that the manager who held the interview and rejected the candidate does not inform the HR manager about the reasons of the rejection. Here it is very important for the manager to give the argued rejection, and this is the problem that should be solved by the HR manager of the company.
  • The recruiter can and should act in a role of adviser. Do not avoid discussing with him those questions which he could know better. He can prompt you how much the average salary paid to this or that specialist is, what conditions are better to offer on probation and so on. By the way, sometimes the recruiter himself offers changing the conditions for the future employee, if he understands, for example, that the levels of requirements for the candidate, his qualifications and salary are inappropriate.
So, the cooperation of the HR manager and the Recruiter will be more effective in case when there will be clearness concerning vacancies and when partner relationship is established between them based on respect, trust and understating each other.