1. How long has their firm been in operation? The best indicator of future high performance is previous high performance over a sustained period of time. Ideally, your agency recruiter’s business would have been in operation for at least 3 years, so you can see that they have been able to operate through several economic cycles. The longer the firm has been operating effectively, the more reliable they are likely to be.
2. What is the employee turnover level of the business? You can find this out by either asking your contacts how long they and other key staff members have been at the business, or by simply checking out their LinkedIn profiles. Ideally, you are looking for the company to have an average employee tenure of two years or more, and the higher the better. Low tenure and high turnover levels can suggest instability and fragility within the business, which may indicate that it is not a well run business, making it one to avoid.
3. What is the average experience level of the business? What is the experience level of your key contacts and the people who will be working with you? Arguably, more experienced and more qualified staff, with a broader and more effective network and with enhanced sourcing practices will provide a better service. So, ask the agency representative for an experience/education profile of key staff members and especially the ones working on your account. You may be able to supplement your findings with information from their LinkedIn profiles.