10 questions to ask before partnering with a recruitment agency

With 90% of hiring managers struggling to find qualified candidates, businesses are feeling the pressure of filling important roles.  

The right recruitment partner can make all the difference—but with so many service providers offering a broad range of solutions, choosing the best fit isn’t always straightforward.

Many companies focus on cost and the number of candidates delivered. But a successful recruitment partnership goes beyond filling roles—it’s about building a strategy that attracts, retains, and nurtures talent in a competitive job market. 

Below are 10 questions to ask yourself before working with a recruitment partner.

What are my hiring objectives? 

Before you start working with a recruitment agency, clarity is key.  What are your hiring priorities, and how do they support your long-term business strategy? 

Some things to consider at this stage include: 

• The purpose of the hire: Are you scaling rapidly, replacing key talent, or filling niche roles?  
• The type of workforce you need: Are you looking for permanent employees or temporary contractors?
• The skills and competencies required: Are there hard-to-fill or niche roles? Do you need candidates with cross-functional expertise or leadership potential? 

By defining these factors early, you’ll ensure your recruitment strategy aligns with your business goals and drives long-term success.

What kind of budget am I working with? 

When evaluating and comparing recruitment services, consider your budget constraints from the outset.  

Factor in additional expenses such as advertising, job postings, recruitment tools, and internal time spent by hiring managers and HR staff.

It's also important to plan for flexibility with a buffer for unexpected costs and assess each provider's potential return on investment (ROI) based on factors like time-to-hire and candidate quality. 

Where am I hiring? 

A recruitment partner with the right geographic reach ensures you attract qualified candidates while navigating regional hiring complexities.  

Your hiring strategy should align with your business footprint, so ask yourself - Are you recruiting locally, nationally, or internationally?  

Defining your geographic scope ensures you partner with a recruiter who understands regional job markets, salary expectations, and talent availability.  

Key factors to evaluate in a recruitment partner: 

• Local expertise: Do they have a strong network and knowledge of regional hiring trends, compliance, and workforce expectations? 
• International capabilities: Can they support global mobility, visas, and cross-border hiring if expanding into new markets? 
• Industry-specific reach: Do they specialise in your sector? For example, if you're a STEM business, do they have experience recruiting talent in sectors such as energy, technology, aerospace or life sciences?  

What level of support do I need? 

Not all recruitment partnerships are the same. Some provide a dedicated recruiter or account manager, while others offer a full team of specialists. Understanding the level of support you need will help you choose the right partner. 

Key questions to consider: 

• Do you need a single point of contact for consistency or a team with diverse expertise? 
• Is ongoing strategic support required, or just help with immediate hires? 
• Will the agency be an extension of your HR team, handling screening, interviews, and onboarding? 

A dedicated recruitment resource can streamline communication, improve efficiency, and develop a deeper understanding of your workforce strategy—ensuring a seamless hiring experience. 

How do I want my brand to be treated? 

When evaluating a recruitment partner, assessing their ability to represent your employer brand is crucial. To ensure alignment, ask questions such as:  

• How do they communicate your Employer Value Proposition (EVP) to potential candidates?  
• How do they ensure messaging consistency across all candidate touchpoints, from job postings to interviews?  
• What experience do they have in promoting employer brands in competitive talent markets?  

Additionally, evaluate their understanding of your company culture and values and how they plan to convey these to attract the right talent. 

Practical steps to ensure brand alignment: 

• Provide clear brand guidelines: Share detailed information about your company's mission, values, and EVP to ensure consistent messaging. 
• Regular communication: Schedule regular check-ins with your recruitment partner to ensure they are up-to-date on your brand's evolving needs. 
• Monitor candidate feedback: Collect candidate feedback to assess how effectively your brand is represented and make necessary adjustments. 

Immediate benefits of brand alignment: 

• Enhanced reputation: Consistent branding strengthens your company's image in the job market. 
• Improved candidate engagement: Candidates are more likely to be interested in roles that align with their values and expectations. 
• Better hiring outcomes: Attracting candidates who fit your company culture leads to higher retention rates and improved job satisfaction. 

What can I learn about the service provider from their leadership team? 

A recruitment firm’s leadership can tell you a lot about its stability, expertise, and credibility. Before committing to a partnership, take time to research the agency’s management team: 

• How long have they been with the company? Long-term leadership often signals a well-run, established organisation with strong client relationships. 
• What is their industry experience? Leaders with deep expertise in your sector can provide better market insights and hiring strategies. 
• Do they have a proven track record? Look for case studies, testimonials, or industry recognition highlighting their success. 

A recruitment agency with experienced, stable leadership is more likely to deliver consistent, high-quality service, making them a reliable and trustworthy partner. 

Does the recruitment agency specialise in the industry I'm hiring in? 

Would you trust a generalist to handle a highly specialised challenge? The same logic applies to recruitment. A recruitment partner with deep expertise in your industry will understand the specific skills, challenges, and hiring nuances that impact your business. 

 Why does this matter? 

• Industry knowledge drives better hiring decisions: Recruiters who specialise in your sector know the critical skills, certifications, and emerging trends that define top talent. 
• They understand cultural and operational fit: Beyond qualifications, they can assess whether a candidate aligns with your company’s values and long-term goals. 
• They speak your language: Whether you’re hiring for oil and gas, STEM, renewables, or technology, a sector-specialist recruiter can engage the right candidates faster and more effectively. 

Is there any cultural alignment between myself and the recruitment agency? 

When choosing a recruitment company, you want someone who understands your business’s cultural values and vibes. If your company is all about collaboration and innovation, working with a rigid, transactional recruiter could lead to mismatched hires. 

Cultural alignment means they understand your mission and share your values and can find candidates who will do the job well and thrive in your environment. This alignment leads to: 

• Stronger talent retention: Candidates who align with your culture are more likely to stay long-term and contribute meaningfully. 
• Seamless collaboration: A recruitment partner who shares your values and working style will communicate more effectively and represent your brand authentically. 
• Better hiring decisions: Beyond skills and experience, they can assess whether a candidate will thrive in your company’s environment. 

Are the services flexible and customisable? 

Every company is different, and every hiring need is unique. That's why the best recruitment partners aren't rigid or stuck in their ways. They're flexible and willing to customise their approach to fit your needs.  

Why flexibility matters: 

• Agility in hiring strategies – Your needs may change based on market conditions, business growth, or internal feedback. A good recruiter should be adaptable and responsive. 
• Customised solutions – Whether you need volume hiring, executive search, or project-based recruitment, your partner should build a strategy that fits—not force you into a rigid process. 
• Continuous optimisation—A great recruitment partner refines its approach based on your feedback, hiring trends, and evolving business needs. 

Try asking these questions to assess their adaptability: 

• Can they adjust their sourcing and screening methods based on your hiring priorities? 
• Are they open to refining their approach based on your feedback? 
• Do they offer tailored solutions rather than a standard recruitment package?