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As a recruiting firm, we've answered a lot of questions about the personnel business, the hiring process, and about the search for qualified people.  The following is a collection of our answers to the most common questions we receive.  If you have any further questions or comments on an area we may not have covered, please give us a call.  

Why Should We Use a Recruiter?

First, because the best people aren't looking for a job; they already have one.  These are the "proven" performers, the top five or ten percent of their profession.  They do not read the help-wanted ads, and in most cases they don't even have an up-to-date resume.  Identifying and approaching these "hidden" candidates isn't easy, but that's what recruiters do everyday.   Second, a recruiter can help you avoid mistakes in the hiring process by providing objective analysis of a candidate and by speaking to peers and managers. We pre-screen the candidates before they are submitted to you.

What Does a Recruiter Do?

A good recruiting firm will assist you is defining your needs and provide advice on staffing issues.  This process requires developing an accurate, detailed job description and compensation package designed to attract the sort of employees you want to hire.  Recruiters then search for and identify those individuals with the skills, experience, personality and character that are best defined by your job description.  Finally, recruiters present your offer, arrange the interviews, and as required, we act as a third party negotiator for the specific terms and conditions of employment.

How Should I Choose a Recruiter?

Very carefully.  A poor recruiter can waste a lot of your time, and a careless recruiter can turn off other potential candidates or reveal confidential information.  Remember, your recruiter represents your company in the marketplace.   Here's what to look for when interviewing a recruiter:

Experience. How long has the firm been in business? What experience does it offer in recruiting for your specific needs? Ask about their recruiting specialties; most recruiters prefer to recruit candidates from specific disciplines or industries.

References. Look for evidence of successful assignments similar to what you have in mind. A reputable recruiter should always be ready, willing and able to provide references.

Compatibility. Can you work well with the recruiter? This is important because how well you communicate with one another can influence how well—and how quickly—the recruiter can satisfy your needs. Ask who will handle your assignment.

How Can I Judge a Recruiter's Performance?

If you are unsure about how well a recruiting assignment is going, there are certain indicators that will help you determine whether the recruiter is doing his job. First, look at who’s actually working on the assignment. Is this person professional in the day-to-day contact with you?

Second, look at the candidates presented to you. Are they well prepared for the interview? Do they meet your specifications for experience and skills? What did the recruiter tell them about the job and about your company? If there are discrepancies between what you’ve told the recruiter and what he’s telling the candidates, call him and find out why.

Third, pay close attention to the progress. If, after 15 to 20 days, you haven’t seen any promising resumes or candidates, and the recruiter doesn’t have a good explanation, you should consider using another recruiter on the assignment

How many recruiters do you need?

All good recruiting firms have specialties, some more than others. Depending on your needs, you will probably want to work with more than one recruiting firm. Reputable firms will tell you when they are not qualified for a given assignment. Note, however, that this is not the same as using more than one recruiter on a given assignment.

How important is an ongoing relationship with a recruiter?

An ongoing relationship is as important as a good relationship with your banker, attorney, or insurance agent. Good recruiters are particularly valuable if you have fairly frequent hiring needs. If, for example, a recruiter is already familiar with your company, its culture, and its personalities, response time will be much quicker. Good recruiters also help you keep up with industry trends in compensation, employee benefits, and manpower planning. Finally, like any good business people, recruiters are more likely to give their best clients the best possible service, even on smaller assignments.

Why should you consider Newcomb-Desmond & Associates?

For many reasons. First, we have very high standards for performance.  We recommend only the best qualified candidates to our clients, who are pleased with our results; almost 75 percent of our work comes from existing accounts. We will be happy to provide references as well as documentation of experience in specific disciplines and positions.

Second, we are a well-established recruiting firm. We have been in the business of providing qualified candidates since 1979.

Third, we usually operate by designating one recruiter as the principal contact for you. You will never be bounced from recruiter to recruiter.

Fourth, our standard fee is equal to 25 percent of the candidate’s first-year compensation, and we work on a contingency basis, so you don’t have to pay if we don’t perform.

Fifth, if a candidate hired through Newcomb-Desmond fails to either begin the position or to complete at least six (6) months service to the employer, we will initiate search activity for a replacement candidate at no charge. This guarantee applies when either the employee voluntarily leaves the company without fault of the employer, or the employee is discharged by the employer for cause or for unsatisfactory performance.

Finally, we take the recruiting business, our clients’ success, and the future of our company very seriously. Our primary goal is:

"To find and attract the top 10 percent of available candidates for all your open positions."

To discuss an assignment, call us at 513-831-9522. 

We’re ready to go to work for you.