Create a scheduled feedback and communication process

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Tip #3: Share your passion.
Don’t underestimate the value that sharing your personal perspective of the company can bring to a recruiter. Telling them what you admire about the company will help the recruiter ‘sell’ the job to prospective candidates.

A memorable example of this is a call we once had with a young, growing company looking to hire an internal communications team. During the call, their passion was not only obvious; it was contagious. The owners had no reservations about telling us what gets them excited about their business and what their employees like about their jobs. It allowed us to understand their vision on a deeper level than if we had read it in an email or on their website. From that experience, we recruited a team that could channel the same energy and mindset through their work.

This point is important when hiring for communications and PR roles russia phone number resource especially because the best people in those positions tend to be the ones that are madly in love with the business. If your recruitment provider can’t understand why someone would feel that way, then it’ll be difficult to effectively recruit or screen for the people who do.


Establish with your recruiter when and how you will provide initial feedback on candidates. It’s also useful to provide your recruiter with the reasons why you have decided to pass on candidates, whether this be due to ‘distance’ or ‘poor communication skills’. This not only allows a recruiter to keep candidates engaged, providing them with updates of where they are in the process, but also reflects well on your employer brand. Agreeing interview slots with your recruiter in advance is also a good way to save time and prevent communication issues.

So that you can provide more detailed feedback, schedule a review call with your recruiter. This will reduce the time you spend sending emails while setting the stage for a more meaningful discussion about the candidates they have submitted for the position, as well as any other items you’d like to discuss.

Create an agenda for these calls so that everyone involved knows what to prepare for beforehand. Be sure to arrange for another member of your hiring team to step in if you are unable to make it that week. If these meetings are pushed back or skipped, then the benefits of having them can slip away.