In today's competitive market, finding highly skilled technical or executive-level talent is challenging across most sectors. Partnering with a specialist talent firm can greatly enhance your chances of securing top candidates.

However, the quality of the partnership and the input provided by your organisation early in the process can determine whether the appointment is great or exceptional. As experienced search specialists at North Search, we are proficient in navigating recruitment complexities. In saying that, our most successful results stem from a collaborative approach with our clients.

Here are 5 key actions to maximise the value of your partnership with your talent provider:

1. Prioritise In-Person Meetings
   While this may sound archaic, welcome your talent partner to your office or worksite where possible. This firsthand experience helps your partner gain deeper insights into your company culture and work environment, allowing for more accurate assessments and decisions during the search.
   
   
2. Provide a Comprehensive and Clear Brief
   Transparency is essential in a successful talent partner collaboration. Go beyond sharing a generic job description. In the initial briefing meeting, offer detailed information about the reason for the vacancy, the ideal candidate, and any challenges you've previously faced in filling the position.
   
   Providing context about the role and company dynamics ensures your talent partner can focus on candidates who meet both technical and cultural requirements. Sharing this information will ensure that your dedicated talent partner spends more time focusing on the direct scope of the project and achieves more candidates aligned with the mandate.
   
   
3. Maintain Open Communication
   Don’t ghost your talent partner. Effective communication is key to a smooth hiring process. Avoid process delays by staying responsive to updates and candidate feedback. Regular communication keeps the search moving forward and avoids unnecessary timeline extensions.
   
   If your timeline changes or you suddenly cannot facilitate feedback loops, candidate assessments or interviews, keep your talent partner informed. They need to be able to manage the expectations of candidates in the process.
   
   
4. Share Detailed Feedback
   If a candidate doesn’t meet your expectations, explain why. Be specific about what worked and what didn’t. The more detailed your feedback, the better your talent partner can adjust their approach and focus on finding the right fit for you and your organisation.
   
   
5. Trust Your Talent Partner’s Expertise
   Your talent partner brings a wealth of knowledge and experience in assessing both soft and hard skills for the role. Trust their advice and recommendations. They are invested in delivering the best possible outcome for your business.
   

We know that maintaining transparency and an open level of communication between organisations and talent partners equates to achieving the best possible talent outcomes for our partners.

While we will take the reins in managing the search process at North Search, having clients provide detailed insights into their businesses and vacant positions in addition to providing relevant candidate feedback is essential in ensuring a successful placement at speed.

If you’re interested in discovering how a talent partner like North Search could positively impact your hiring outcomes, contact us today to find out how we support organisations across Infrastructure, Energy and Real Assets.