In today's human-capital marketplace, recruiters are as diverse and varied as the positions they hire for. How then can we hire recruiters that drive maximum value to our companies and clients? Considering the current state of the economy, this question is more salient than ever. This month, Recruiters World gets the inside track on finding the right recruitment talent for your organization. We explore key factors to consider when hiring and screening candidates. For those seeking a position, this article can also serve as an inside guide to help you better prepare for your next interview.

Hiring the right recruiter is the first step toward hiring the right employees. Whether you recruit in a large corporation or for a boutique firm, recruiters are at the front lines of the talent search. Working to recruit the right engineering team or marketing VP can be critical to your client's or company's bottom line. As a contract recruiter, bringing the right talent to the table can be the deal breaker in fee collection, referrals, and repeat business. As an internal recruiter, placing the right candidate not only lends job satisfaction and material rewards, but also helps the company succeed.

How do we identify the right recruitment talent? "It is always hard to find the best talent, and that applies to recruiters just like any other profession," according to Nancy Weinger, a Chicago HR expert and consultant. There is no magic formula that determines success in recruiting. Desirable characteristics include people skills, a penchant for sales, flexibility, confidence, and adaptability. However, a critical and sometimes poorly employed factor that bridges all these separate skills, is fit. In hiring recruiters, we not only need to ascertain fit for our own recruitment working group, but fit for companies and clients as well.

The first step in determining fit is assessing skills and personality. A common mistake of hiring managers is to screen recruiters based largely on fit with their own personality preference or work ethic. A more effective approach is to hire recruiters who will appeal to target candidates and clients. Take time to understand the kinds of candidates the recruiter will have to interact with and the profiles and personalities of the managers and teams the recruiter will support. A good percentage of the recruiter's work will be customer-service oriented, so make sure the personalities of the recruiter and management line up. Ask your client or corporate work group about their priorities and criteria. Who would they work well with?

Next, look at the candidate's experience vis-à-vis your company's goals. Experience has two sides: industrial and functional. Screen candidates with both aspects in mind. First, what work experience does the recruiter have in the industry of your company? Second, what experience does the recruiter have recruiting and interacting with the professionals that you want to hire? The ideal candidate will have both types of experience. In addition, candidates should have a level of sophistication appropriate to the position. The latter is key to interacting effectively with both management and the candidates they will be sourcing.

Third, know-how and best practices are highly desirable. Good recruiters add value by bringing hard-to-find candidates to the table. To do this not only means having the raw knowledge and ability to find talent and close the deal, but the drive and insight to maximize success from the outset. Evidence of good judgment, consensus building skills, and the ability to adjust to new situations are all great qualifications. A passion for the profession is also beneficial.

One of the hallmarks of great recruiters is their ability to adapt and adjust market focus to reflect the times. Today, many recruiters are turning to health care where there are significant labor shortages. Others are toughing it out by working with established clients and providing the best possible customer service. When hiring a recruiter in today's economy, find out what they've been doing, (aside from applying for your job), to weather the recession. Their response should be very telling...

Recruiters World Special Reports is a timely, in-depth news series that explores vital issues and trends affecting the human-capital industry. Published monthly, Recruiters World Special Reports is presented and distributed exclusively through Recruiters World in Review. Also watch for new articles as they appear on the Recruiters World home page.