Want better hires? Audit your recruiters like this

A quick guide for companies who use external recruiters

If you're paying a recruiter 15% to 20% of a salary, you should expect more than forwarded CVs.

The recruiter you choose represents your brand. They’re often the first person a candidate speaks to about your company. And the quality of that first interaction can shape whether the right people want to work with you—or not.

Here’s how to audit your recruiter’s process and make sure you’re getting value.

1. Ask your candidates about their experience

One of the easiest ways to gauge recruiter performance? Just ask.

After a candidate has been referred or interviewed, ask them:

• How did the recruiter pitch the role and company?

• Did they take time to understand your background and goals?

• Did the interaction feel professional and informative?

• Were you kept informed throughout the process?

• Was it mostly email back-and-forth, or was there a proper screening call?
  

If the candidate says it felt rushed, generic or transactional—you’ve got a problem. That recruiter isn’t helping your brand.

2. Dig into how they screen candidates

A strong recruiter doesn’t just match keywords. They vet candidates properly.

Ask your recruiter:

• How are you qualifying candidates for this role?

• Are you doing full interviews or just quick phone screens?

• What questions are you asking to assess fit, interest and capability?

• Are you verifying salary expectations, notice period and working rights?
  

If your recruiter can’t answer confidently, or they’re skipping steps to move faster—they’re prioritising volume over quality. That costs you time and damages your reputation.

3. Look at how they’re representing your business

Your recruiter is your first impression. If they can’t explain why someone should want to work for you, they shouldn’t be in the role.

Check:

• Are they equipped with a proper brief and employer value proposition?

• Do they understand your company’s mission, culture and key selling points?

• Are they customising outreach, or just sending mass messages?
  

Lazy outreach signals lazy culture. You don’t want that associated with your brand.

4. Watch how they handle feedback and follow-up

A good recruiter closes the loop.

They should:

• Deliver timely feedback (both ways)

• Manage candidate expectations clearly

• Follow up post-interview, not ghost

• Track and report on process data
  

Silence or delay reflects poorly on your business—even if it’s the recruiter’s fault.

5. Track real results, not just activity

You’re not paying for effort. You’re paying for hires.

Look at:

• Time to shortlist

• Shortlist-to-interview ratio

• Interview-to-offer ratio

• Retention rates on past placements

• Candidate feedback

Activity doesn’t always equal progress. Make sure your recruiter is helping you move the process forward—not just adding noise.

Final checkpoint: are they helping or hindering?

Ask yourself:

• Is this recruiter saving us time or creating more admin?

• Are they attracting strong candidates or just recycling familiar ones?

• Are they building long-term brand equity—or burning bridges?
  

If you’re not sure, it might be time to reassess.