When I “retired” from my first career as an HR Executive and became a full-time recruiter, I did not realize I had so much to learn. I thought I could read some resumes, interview some candidates, send a handful to my clients, and wait to see if they hired someone. Boy was I wrong! Yes, there are some recruiters that conduct business that way. And yes, some are very successful. But what I learned is that building relationships with my clients and understanding exactly what they need sets us both up for success.

I thought I would miss working with my internal customers. In fact, I found that I care for my clients like family and am very protective of them.

1. If a candidate is difficult during the recruiting process, then they will be an even more difficult employees. Your recruiter should tell you how the candidate is to work with.

2. Your recruiter should tell you if there are areas you need to focus on or follow up with during your interview. This is a partnership and partners should work in sync to find the best fit.

3. Your internal and external recruiters should understand what you really need – more than a job description. They should know you, they should care about you, and they should care about who is placed in that role.