Top 5 Factors to Consider When Hiring a Recruiter by Mark Goldman CPA

At the risk of sounding self-serving, there truly are times when it is best to use an external recruiter, aka a ‘headhunter’, to assist with filling a position. There are many reasons this could be the case, and they vary based on the employer’s specific situation. However, it’s important to realize that while all recruiters may look somewhat the same to someone that has never utilized the service, there really are some distinct differences. Some of the factors to consider are:

  1. Knowledge of the field. It isn’t absolutely necessary for the recruiter themselves to have work experience in the field they are recruiting for (accounting for accountants, engineering for engineers, etc.), but it certainly does help when screening candidates for technically-oriented positions. At a minimum, you should use a recruiter that has recruited for that specific field for several years so that they understand some of the nuances of that profession, but actual experience in the field helps greatly as well.
  2. Success with similar placements. If the recruiter has filled many similar positions, they are much more likely to have a larger database of candidates from which to draw. This will give you a larger selection, and therefore increase the likelihood that you are receiving the best candidates available in the marketplace.
  3. Proactive process. In order for you to get the most value out of the recruiter’s services, it is best if they have a proactive process for finding you the right candidates, not just a reactive advertising process. You want to use a recruiter that is going to actively go find the candidates you need, not just screen those that come in off of a classified advertisement.
  4. Screening tolerance. Many recruiters do references and criminal background checks, but not all do. It’s important to know what your recruiter’s policies and procedures are with regards to these two items. Plus it’s important to know what constitutes a “good” reference in their judgment, as well as what constitutes an acceptable criminal background report.
  5. Timeframe for results. This goes back to their experience with similar searches. While it may be impossible to give an exact number of days that it will take to complete the project, your recruiter should be able to estimate how long it will take to provide the first group of candidates. The timeframe will vary depending on the position, but if they have worked on similar positions in the past they should be able to give you an estimate.

While to an infrequent user of recruiting services all recruiters may look the same, hopefully these tips will help you in your selection process the next time you need to engage a recruiting service.

I wish you the best in all your searches.

Mark Goldman CPA

Mark sketch blue background (3)

Mark Goldman is the founder of MGR Accounting Recruiters, a San Antonio based recruiting company whose primary business is the placement of accounting professionals in both permanent and contract positions.

Mark graduated from St. Mary’s University in 1992 with a Bachelors Degree in Accounting. After working for a few years in public accounting, he entered the recruiting industry. In late 2006 he started MGR Accounting Recruiters, which was recognized by the San Antonio Business Journal as one of the fastest growing companies in 2010 and 2011. He currently serves on the board for the San Antonio Chapter of TSCPA as President-Elect. Mark received awards for outstanding work as a volunteer with SACPA for the 2009-2010, 2011-2012, and 2013-2014 chapter years. In addition to his work with the SACPA Chapter, Mark is also involved with Financial Executives International and volunteers with the career transition ministry at his church.

On a personal note, Mark is married to his high school sweetheart, Sayuki Goldman, who owns and manages the business with him. They have a beautiful 9-year-old daughter that is growing up too fast.

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One Comment on “Top 5 Factors to Consider When Hiring a Recruiter by Mark Goldman CPA”

  1. Being proactive in your recruiting process is a great idea. Letting candidates come to you can work, but it might take more time than you want. Actively advertising to people you want to work for you can move things along quicker. Thanks for the great tips!


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