3 Reasons To Avoid Using Multiple Sales Recruiters

By June 26, 2018 Uncategorized

We’ve all heard it said that two heads are better than one. Following that principle, it follows that hiring multiple sales recruiters is better than using just one.

After all, double the sales recruiters means double the candidates, right?

Well… not exactly. Actually, using multiple recruiters at once can work against you. In this post, we’re going to highlight 3 reasons why using multiple recruiters at once isn’t a great idea.

Reason #1: Redundancy

So let’s examine the common misconception above. Contrary to what you might think, doubling up on sales recruiters doesn’t double the amount of quality resumes that hit your desk.

The reason for this? Redundancy.

At any given time, there is a limited pool of viable candidates for any given job. A recruiter’s job is to search that pool of candidates and find the ones best suited for the position. A good recruiter will be able to identify and present those top qualified candidates.

A second good recruiter will be able to identify and present… those same candidates.

A single good recruiter should have a developed talent pipeline and be able to call in the best candidates out there. Employing a second recruiter doesn’t bring in twice as many resumes… but it does guarantee that the best candidates for your position will be approached twice.

Which brings us to our second reason for avoiding multiple recruiters:

Reason #2: Your Company’s Image

A sales recruiter is reaching out to candidates in an attempt to qualify them for your open position. (And a great sales recruiter will be disqualifying candidates who are the wrong fit.)

Part of that process means representing your company to the candidate.

Now, imagine you’ve hired a second recruiter. Both recruiters have well-developed talent pipelines. They both approach the same candidate… for the same job. And, on top of that, they’ve both represented your company very differently, highlighting different aspects of what it’s like to work with you.

What impression does your company leave on that candidate?

If you’re lucky, they may think you’re just disorganized. If you’re unlucky, this approach can sound like a scam and leave a bad taste in a candidate’s mouth when it comes to dealing with you in the future.

It’s like the old phrase “having too many cooks in the kitchen.” Your company, the hiring manager, the HR department, and a sales recruiter are all working together to add the best ingredients to your sales team. Throwing an extra cook or three in the mix, with competing visions, might lead to a menu that’s confusing and unappetising.

Reason #3: Focus

There are two types of ways to work with sales recruiters. You can retain a partnership with a sales recruiter, of you can hire them on a contingent basis.

Retained Partnerships

With a retained partnership, you begin paying the recruiter from the outset. They partner with you the whole way, working with the hiring manager and HR to make sure that they are providing real, targeted candidates to interview for the open position. They are engaged and active when it comes to seeking out great prospective recruits.

A partnering sales recruiter will probably ask for a measure of limited exclusivity, to make sure that they are the only recruiting cooks in your sales kitchen. This allows them to really focus on your needs as an organization.

Contingent Recruiters

Contingent recruiters, on the other hand, don’t get paid unless you hire their candidate. Since they don’t have any money upfront, they can’t afford to be as active and focused as retained recruiters.

Working on a contingent basis is a numbers game. The more resumes they provide, the better the chances of one of them being hired. This means that the contingent sales recruiter process is a much more passive process.

It also means that contingent recruiters are counting on you hiring multiple sales recruiters at a time. Because they need to hedge their bets, they may be working on 10-30 other open positions in your same industry.

When you hire multiple recruiters on a contingent basis, you don’t get the same level of focus as you would from a single recruiter that you partner with along the way.

So should you ever use multiple recruiters?

In general, it’s not the best idea, for the reasons stated above.

There are times in which it can work. If your open position is so broad, with no limiting industry experience to speak of, you may be able to pull it off without running into too much redundancy.

If you needed a candidate last month, and you have zero time to find a warm body to fill the role, multiple recruiters can boost your chances of filling the position faster. (Though this isn’t a guarantee.)

But those are just situations in which you can use multiple recruiters. That doesn’t mean that you should.

Even in those situations, you will probably see better long term results if you partner with one good recruiter, who knows how to identify top-performing salespeople, from the start.

If you’re looking for a sales recruiter to partner with, we’d love to hear from you. EAM Staffing partners with hiring managers and HR departments every step of the way to help build top-notch sales teams for any industry. Contact us to learn more about our approach to sales recruiting!