Recruiting is an important piece of HR and hiring inexperienced recruiters could be having a big impact on your business.  A good recruiter does a lot more than ask a few generic interview questions, match up key words between a resume and a job description, and comment on whether the candidate presented well in the interview. 

Employees are the most valuable asset in any organization so doesn’t it make sense that your most highly qualified and expert talent is in the recruiting area? 

If you are a company that values creativity with employees who think outside the box, bring a different perspective to the table, and are problem solvers you should assess your recruiters.  Do your recruiters have a lot of experience?  Do they have solid business acumen?  Have they been well trained and do they use statistics and science or do they rely on instinct and operate on the surface level of filling jobs, such as matching key words?

Many times, companies say one thing and do another.  If you want to attract top talent and give your organization a competitive advantage you must be sure the people doing your hiring are of the highest level of talent themselves.   

Do your recruiters sit down with the hiring managers to understand in depth what the position entails?  Do they make recommendations that encompass not only technical expertise and previous experience but also the more difficult to identify soft skills? Do they consider strategic corporate goals when interviewing and discuss business objective such as performance management and succession planning? 

Good recruiters may be more important than you realize.  The more talented they are the more talented your staff will be and ultimately, the more productive and profitable your company will be overall.