Test understanding with a real brief
Describe a vacancy you actually need to fill, including its business purpose, team context and difficult trade-offs. Notice the questions the recruiter asks. Do they distinguish essential skills from preferences? Do they ask about budget, decision-makers, work arrangements and why previous searches have been difficult?
Ask how they would approach the assignment and what they would need from you. A relevant discussion should expose uncertainties and help sharpen the brief. Be cautious about confident promises made before the recruiter understands the scope or the constraints that affect candidate interest.
Ask what evidence a shortlist will contain
Clarify how candidates are screened and which checks are included, optional or completed later. Ask what you will receive beyond a CV: an explanation of relevant experience, motivation, availability and known gaps can help your hiring manager assess the shortlist.
Request appropriate examples or references where available, with permission and confidentiality respected. Look for evidence relevant to your role family rather than assuming success in one market transfers automatically to another. Do not expect an agency to disclose private candidate records or another client’s confidential information to prove its capability.
Agree the practical and commercial process
Understand fees, payment triggers, exclusivity or representation terms, replacement provisions if offered, and each party’s responsibilities. Ask how duplicate candidates, scope changes and withdrawal of a vacancy are handled. Resolve ambiguity in the written terms before the assignment begins.
Agree who gives feedback, how progress is discussed and which decisions need your approval. Your business also affects the outcome: an unclear brief, unavailable interviewers or unresolved budget can slow even a well-run search. Choose a partner with whom you can discuss those issues directly.
PUT IT INTO PRACTICE
Compare like with like
Give two agencies the same brief and ask each to explain the proposed screening approach, information in a shortlist, communication rhythm and complete commercial terms. Record what is confirmed and what remains unclear. A lower headline fee may cover a different scope, so compare the arrangement rather than only the percentage.
Your practical checklist
- Use a real vacancy to test role understanding.
- Ask what evidence supports the shortlist.
- Clarify checks, responsibilities and commercial terms.
- Choose an internal owner for decisions and feedback.
Take it forward
A strong partnership starts with a clear brief and explicit expectations. Select the agency that can explain its approach to your hiring problem and work transparently with your team.
