What Traditional Marketers Don’t Understand About Working with Recruiting Agencies

Traditional marketers often miss a critical point when it comes to recruiting agencies: a signed agreement isn’t worth much until it turns into a successful placement and an invoice gets paid. While it may sound harsh, this is the reality of the recruiting world. For recruiters, the signed agreement is just the starting line—the real challenge lies in filling the role and seeing a tangible outcome.

The Illusion of Agreements

Marketers often focus on metrics like the number of calls made or agreements signed. But here’s the truth: these metrics mean nothing if they don’t lead to successful placements. Bragging about a stack of agreements might look good on paper, but a contingent agreement—where payment only happens if a candidate is placed—is essentially just a promise. Until the role is filled, the agreement holds no real value.

The Risks of Retained Search

Even in retained searches, where agencies receive an upfront payment, the job isn’t done until the role is filled. That initial payment may help cover some costs, but if the role is poorly defined or simply unfillable, you could end up burning through time and resources without progress. Without a successful placement, even a partially paid search can feel like a failure.

Qualifying Good Business

Recruiters know that success starts with working on the right roles. Not every job is worth the effort, and qualifying good business is key. Before committing, ask yourself:

• Is the compensation competitive? A low salary or unattractive benefits can make finding the right candidate nearly impossible.
• Why has the role been open for so long? This can reveal red flags, like unrealistic expectations or a toxic workplace.
• Who else is working on this role? If it’s a free-for-all with multiple agencies, your chances of closing the deal might drop significantly.
• What other factors could affect fillability? Things like location, company culture, and a vague job description can make or break your ability to fill the role.

The Disconnect with Marketers

Traditional marketers often struggle to grasp these nuances. They may excel at generating leads or signing agreements, but they rarely understand what makes a role truly fillable. This disconnect leads to inefficiencies, wasted resources, and frustration on both sides.

When you’re paying a marketer thousands of dollars a month, you expect results. But if they don’t understand the complexities of recruiting, you’ll waste time and money waiting for them to figure it out—if they ever do.

Why a Fillable Pipeline Matters

A fillable pipeline is everything. It’s not about how many calls you make or agreements you sign; it’s about focusing on roles you can realistically fill. This requires a solid understanding of the recruiting process and the ability to qualify opportunities effectively.

Strategies for Success

Recruiting agencies can bridge the gap between marketing and recruiting by adopting these strategies:

1. Educate Your Marketers

Ensure your marketing team understands the recruiting process. They need to know what makes a role fillable and how to identify good business opportunities. With this knowledge, they’ll generate higher-quality leads and create campaigns that actually support your goals.

2. Focus on Fillable Roles

Don’t waste time chasing unfillable roles. Use your expertise to qualify opportunities before diving in. This saves time, energy, and resources while improving your success rate.

3. Align Marketing and Recruiting Goals

Make sure your marketing efforts support your recruiting objectives. If your marketers are generating leads that don’t convert, realign their focus. They need to understand that success isn’t just about leads—it’s about placements.

4. Monitor and Adapt

The recruiting landscape is constantly evolving, so stay flexible. Regularly review your marketing and recruiting strategies to identify what’s working and what needs adjustment. Being agile keeps you ahead of the competition.

Conclusion

Traditional marketers often overlook the complexities of working with recruiting agencies. A signed agreement is just the beginning—the real challenge is filling the role and getting paid. To succeed, recruiting agencies must focus on qualifying good business and building a fillable pipeline. By educating their marketing teams and aligning efforts with recruiting goals, agencies can avoid wasting resources and achieve better results.

It’s not about how many calls you make or agreements you sign; it’s about delivering real results by placing the right candidates in the right roles. That’s the ultimate measure of success in recruiting.

‍