Even if an employer has an in-house recruiting team, there are times when they need to look outside of their firm to meet their sourcing needs.  That’s when the skills, expertise and reach of a third-party recruiter becomes important.  Below are some of the qualities employers look for in third-party recruiters:

1. Years of experience in recruiting.  Employers want to work with third-party recruiters who have a significant number of years experience in their field.  They want to feel confident that the recruiter won’t be learning on their job if they give them the job order.
2. Commitment to the recruiting industry.  Employers want to know that the third-party recruiter they hire is going to be around in the long-term.  Companies avoid “fly-by-night” recruiters who are simply dabbling in recruiting while doing other things because they want long-term relationships they can tap when filling future employment needs.
3. Wide reach and contacts.  When employers search for job candidates, they are often looking nationally and need recruiters who have the capability to attract people from all over the country.  While having strong local network of job candidates is important it is not enough in our global economy.
4. Understanding of the employer’s industry. Now more than ever, employers are looking for third-party recruiters who have an intimate understanding of their specialized industry.  Independent recruiters who have worked in the company’s industry in the past might receive preference over those who have not.