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Building The Perfect Partnership Between Internal And External Recruiting Teams – WalkWater Talent Advisors

If you have an HR team or hiring managers already present within your squad, you may think it unnecessary to appoint a separate external recruiting team. We understand what you feel, but when it comes to appointing senior level candidates, we’d suggest you partner with topexecutive search firms in India for the job.

If you think it an unnecessary expense, let’s help you know that having an internal HR team and an external search firm clubbed up, it can bring you outstanding results! And, when you bring in outstandingly exceptional senior executives in your team, you can imagine the outcomes of their actions over your team, and as a result, on your business.

The relationship between two such teams is in fact a partnership where direct feedback and advice can be exchanged to bring about effective changes in the hiring processes. The feedback given by the executive search firm to the internal HR team should be taken up as a positive response, in order to build a stronger relationship between the two teams, so that the hiring process is improved, bringing in the most apt candidate for the job. It could be a difficult and challenge combination, but you could make it a constructive one, by clearing the air about the arrangement. We know it can be a tough task for you, which is why we’ve come up with some quick tips in helping you make things clear and well-defined.

Expectations at both ends must be clear

The relationship between the two teams should be well set right from the beginning. Before planning the partnership, expectations should be set up and spoken about clearly to know what both the parties are looking for, and how it can be worked out together.

Priorities must be carefully calculated and decided upon

The ten hiring priorities from both the sides should be listed down, merging which the list can be brought down to the top three. Taking this carefully further, the number one hiring priority can be identified. This way, by the time the candidates are being assessed, things will be clear on both sides, and there’ll be no confusion on either side about what is needed to looked at in a candidate while recruiting.

The feedback should be direct and honest, but also calculated

There should be respect about having straight discussions and feedbacks, which only help to strategize on how to have a win-win. However, it’s important that the external search firm knows how to deliver their message correctly across. There should be no pinpointing mistakes; instead, there should be purposeful and calculated conversation. WalkWater Talent Advisors can prove to be one of the top executive searchfirms in India that you can rely upon for such honest and calculated discussions.

There must be no confusion about compensation

What needs to be paid per industry across the country and in different cities is generally already well decided; however, what is to be paid for filling a particular job role needs to be thoroughly clear on both the sides. Both the teams must agree to a common compensation range to avoid any distress; and if it isn’t working out well, the partnership shouldn’t be made in the first place.

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