In many businesses recruiting is relegated to a subset of the Human Resources department.  Not feeling like “part of the gang” in HR or a member of their client organizations, recruiters often struggle with building reciprocal relationships and networks.

Why is this a problem?  It’s my firm belief that the closer a recruiter is aligned to a business the better ability they have to make appropriate hires into that organization.  They benefit from a clear understanding of the groups goals and culture and to candidates they appear knowledgeable and invested in your team. 

Now, I’m not saying that you need to run out and completely restructure your reporting hierarchy or organization, but there are simple ways to turn your recruiter from merely an invited guest into a valued strategic partner.  The key is to create a dotted line relationship to your recruiter so that they become a virtual member of your team even if they report to a different organization.

You’re recruiter is, or should be, a veritable wealth of information when it comes to the positions you are hiring for and the supply for those positions in the industry.  As you go through your yearly budget and headcount planning, why not ask your recruiter to be part of the process?  They can help inform your overall headcount planning, what trends could impact your hiring goals and let’s face it; they can often be a welcome reality check when it comes to how you position in the market against competitors.

What about that weekly team or quarterly organizational meetings?  Does your recruiter have a reserved seat at the table?  Why not?  This is the perfect place for your recruiter to learn about your business; attrition, planned product launches, etc., that they can then use when finding and attracting candidates to your open positions.  You can also use this opportunity to introduce the recruiter to the organization at large.  Once employees know who the recruiter is, and know they are part of the team, they have an increased likelihood of sending in their referrals which ultimately means more hires for you!

So you’re attending that big conference again this year.  Even better yet, you’ve been invited to speak.  This visibility makes you the focus of attention for some wily jobseekers.  Need help sorting through the chaff?  Bring your recruiter along to help you do some on the spot evaluations and interviews.  You’ll teach them exactly what you are looking for and they’ll learn what to avoid.  An added benefit is that they will have a chance to size up (and research) your competition.  They may also learn some valuable lessons about the industry you’re in and they can network with employees at top companies.     

Part of building relationships is having fun together.  Does your group throw parties every now and then?  How about going to happy hour once a week?  Getting together to play cards or watch the big game?  Morale event?  Invite your recruiter along.  Making each other seem more real then just a weekly chat or email helps to cement a strong partnership.  Heck, you may even end up brainstorming some ingenious recruiting tactics on the fly.  I know I’ve had my fair share of brilliant ideas walking away from a fun event with one the teams I recruited for.

Undoubtedly, this is a two way street and your recruiting resource needs to have the skill and talent to build relationships in your organization.  However, extending this olive branch goes a long way in making this resource feel like an integral – and ultimately accountable – part of the business. 

I guess I could go on, but I’d also like to hear from you.  What have you done to make your recruiter a valued partner?  What have they done recently to push the traditional definition of recruiting into the next generation?  I’m curious, how many folks actually have found value in having your recruiter be closer to your business?