What characterises a good recruitment partner?
A bad hire at leadership level costs far more than the salary. Download our free guide and get the criteria that decide whether an appointment succeeds, and the questions you should ask before awarding the assignment.
What you get in the guide
Most recruitment firms say the same thing about themselves. They are experienced, they are thorough, and they have the best candidates. The guide gives you a clear basis for seeing who actually delivers, built on three characteristics that recur among partners who succeed with leadership and specialist assignments.
Three points:
- Precision. Do they find the right person, not just a good-enough candidate? It comes down to how well they know your field, and whether they reach people who are not looking themselves.
- Experience and expertise. Have they done this before, at your level and in your industry? And who at the firm actually runs your process after signing?
- Process and follow-up. Do they keep up the pace, do they take responsibility when something goes wrong, and are they there even after the contract is signed?
With concrete questions you can take straight into your first meeting.
Written by Habberstad recruitment and development
Habberstad has recruited leaders and specialists for Norwegian businesses for over 40 years. Our advisors are mainly senior advisors with their own leadership experience from the industries they work in, and the advisor you meet in the first conversation is the same one who carries out the assignment.
We work by a simple conviction: expertise gets you to the interview, but personality and fit get you the job.