We have all been there before. Spending half our day fielding calls from our search partners, and the over half of our day avoiding calls from want-to-be search partners. Like it or not, as a corporate recruitment professional, search agencies and vendors are an essential component of our overall recruitment strategy. Most of us recognize the facts, but what strategies, programs and tools do you have in place to manage these vendors? How do we track their successes, failures, and account for their overall spend?

I must have interviewed around 200 recruitment professionals over my career. I am also guessing that I have had 50+ recruiter direct reports over these years. These numbers seem exaggerated for sure, but maybe not considering that most of my career has been spent in large corporations building and managing large insourced recruitment teams. A good chunk of my time over the last year has been spent interviewing and evaluating recruiters, only logical given that Granite Consulting is in the business of recruiting recruitment professionals for their clients. I like to think that I have learned a thing or two about recruiters, and am as qualified as any to make some generalized comments about the types of recruiters I come across.

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