Choosing the right recruitment agency can be a game-changer for your business – get it right, and it can lead to hiring success, but get it wrong, and it could cost you valuable time and resources. With a lot of agencies out there, it can be difficult to know where to start and what to consider during your search. Our simple guide will highlight five key questions to ask any recruitment agency – and red flags to look out for – in order to help you identify the best partner and make the strongest decision for you and your business needs.
1. ‘What is your industry specialisation and experience?’
You might assume that a recruitment agency’s ability to fill roles is universal, but it’s vital to ask about their industry specialism during the process. By checking their knowledge of the sector, you will easily be able to ascertain whether the recruitment agency has enough expertise in your industry, and a strong understanding of the specific skills and experience required from a candidate. In addition, if a recruitment agency has a good experience of the industry and has been operating for a number of years it is likely they will also have a strong network of suitable candidates to put forward to you. Red flags to look out for include an agency that seems to operate across a vast range of sectors without particular specialisation, and if they cannot provide sufficient or quality examples of successful placements in your industry.
2. ‘What are your processes for sourcing and vetting candidates?’
If a recruitment agency has detailed and robust processes for sourcing and vetting candidates, you are more likely to end up with a suitably qualified and high-quality candidate. Again, you might assume that all agencies have rigorous procedures for sourcing and vetting candidates, but the only way you can confirm this is to ask and see for yourself.
Agencies that use a wide range of tools and strategies to reach out to candidates can usually be relied upon to have strong and varied job-seekers on their books. Good practices to look out for in terms of sourcing include agencies that engage with both active and passive applicants, and that proactively make use of networks and events to find new business. Regarding vetting processes, apart from the obvious credential and background checks, ideally you also want an agency that assesses a candidate’s soft skills and values – this will tell you they care about placing people with the right cultural fit within your company.
Conversely, agencies that rely heavily on finding roles through public job postings, and no clear screening processes should be avoided – these kinds of practices highlight a ‘speed over quality’ approach from the agency, and therefore a risk of hiring unsuitable and potentially unvetted candidates that do not fit with your organisation.
3. ‘How do you communicate through the hiring process?’
Communication throughout the hiring process is absolutely crucial to ensure everyone’s expectations are met, and that no misunderstandings occur. Top recruitment agencies will keep clients informed and provide regular updates at every stage of the process – from the initial consultation right through to the final job offer – and will also remain honest and transparent in their communication, even when problems or issues arise. When you are first evaluating a recruitment agency, as well as asking about their communication throughout the hiring process, look out for those that fail to provide you with a named point of contact, or that have a lack of responsiveness to your queries. If communication is lacking in the early stages, it’s unlikely to improve as the recruitment process progresses; instead prioritise an agency with responsive and proactive communication in the first instance.
4. ‘What are your performance metrics and success rates?’
This question is sometimes forgotten about as it is easy to assume that because an agency is established, it must be effective. However, without evidence, it’s difficult to assess whether they can deliver on their recruitment promises. Any reputable agency should have no problems in providing you with data to demonstrate their success – to gain insight into their track record, ask to look at key performance indicators such as the placement success rate in similar roles, candidate retention rates, plus previous client testimonials. If this data is not forthcoming or vague, or if you see a high turnover of candidates, then the agency is best avoided as a potentially unreliable recruitment partner.
5. ‘What is your pricing structure?’
Although cost should not be the most important factor to consider when choosing a recruitment agency, pricing structure and fees should certainly not be overlooked, as you will want to get the best return on your investment. Some agencies will charge a flat rate, whilst others will charge a contingency fee, which is only payable after a successful hire has taken place. Whatever type of fee works the best for you and your business, make sure that the agency is clear and transparent about their pricing structure, and any guarantee policies or ‘hidden’ payments. Proceed with caution if an agency cannot easily explain their costs, or if they ask for any upfront payments without clear deliverables.
In summary
By receiving satisfactory answers to the above five questions before committing to a recruitment agency, you will ensure that you find one that is the right fit for you and truly understands your hiring needs. Take the time to conduct your research and your next hire is sure to be a success!
Owned by the University of Warwick, Unitemps has offices located across UK universities. Reach out to our dedicated team to learn how our team supports candidates in finding job opportunities, and employers find talented staff.
This article was written by Amy Evan-Cook.
Last updated on 22 August 2025
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