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In today’s market, where high-quality, grade-A candidates are difficult to find, wouldn’t you like one to fall right in your lap? The kind of candidate you know would make a difference in your company? The kind of candidate your competitors would love to snatch up? Although such a scenario might seem far-fetched, it’s extremely plausible—if you’ve cultivated a strong relationship with your recruiters.

In our previous issue, we discussed how recruiters should be evaluated by the four C’s (character, connections, communication, and commitment), similar to the way in which a diamond is judged. But once you’ve found a recruiter who meets all of the necessary criteria, what can they do to help you find those hidden “gems,” those top-notch candidates who are flying below the radar? The answer: by presenting an “MPC”—Most Placeable Candidate.

A recruiter, being a professional consultant, spends the majority of their time researching, interviewing, meeting, and qualifying key players within their specialized industry or niche. Personally knowing the major players, identifying their skills and strengths, and understanding the industry itself defines that recruiter’s value to their candidates and client companies, as well as the worth they add to the industry in which they specialize. A recruiter, based on the number and variety of positions for which they recruit, may search and contact the entire spectrum of people within their niche. It’s of value to them to know and understand what motivates everyone they meet—both candidates and hiring managers.

Occasionally, a recruiter qualifies a person who they determine to be “head and shoulders” above the rest. Regardless of whether or not this candidate matches the particular assignments the recruiter is looking to fill, the recruiter has the sense that this candidate is someone special. This is the concept of the “Most Placeable Candidate,” and you can optimize your relationship with a recruiter when they call to present just such a person.

Below are some key criteria that recruiters use when determining whether or not a candidate is an “MPC”:

Motivation is key for an “MPC.” They are often not actively searching for a new position, but based on their own criteria in terms of increased responsibilities or opportunities and specific projects or technologies, they believe making a change is in the best interests of their career. More often than not, an “MPC” looks more long-term than other candidates, and if they see progress and opportunity where they are, they will not change companies for the sake of a salary increase alone.

So how can you make sure that you hear about as many “MPCs” as possible? By ensuring that the relationships you’ve built with your recruiters are as good as possible. These relationships can mean the difference between hearing about the routine candidates that most hiring managers hear about and being presented with a true “diamond in the rough.”

The initial step is to trust your recruiters to first find and then bring you the best and brightest candidates. It’s important to invest time into your relationship with these recruiters. Trust them with specifics about yourself, your group, and your plans for the future. If you’ve chosen to work with recruiters who fit the criteria of the four C’s and you’ve built solid relationships with them, you’ve chosen the right recruiters. If not, then perhaps a re-evaluation is in order.

The second step is to give your recruiters flexibility. Do you give them an assignment asking for exact qualifications that restrict the talent they present to you? Having a recruiter search for the same people you surface merely duplicates yourself out in the field, and you can accomplish much more than that. A recruiter who is a professional will get to know you, understand the culture of your company, and screen for the type of people in whom you’ll truly be interested. By establishing a relationship of trust with recruiters and providing them with flexibility and latitude, you’ll enable them to assume the role of your “talent scout.” You’ll be surprised and more than a little satisfied with the people they present to you, people you might never have uncovered on your own.

You may spend a few hours each month on the interviewing and hiring of additional staff, with the majority of your time spent managing your group and delivering a product. It’s imperative that you have the chance to evaluate candidates before your competition does. By developing quality relationships with your recruiters and giving them the latitude to present their best candidates, even when you don’t have an open assignment, you can help guarantee yourself the opportunity to maximize a recruiter’s efforts, energy, and time and leverage their industry resources to your full advantage.

(What happens when you find out about a great candidate, one you know would impact your company’s bottom line, but you don’t have any openings available? You’re not necessarily out of luck. Not if you extend that person a courtesy interview. In next month’s issue, we’ll discuss the many benefits associated with courtesy interviews, some of which might surprise you. “Hidden gem” candidates are difficult to find and even more difficult to pass up. A courtesy interview policy could be the next step to making sure your company keeps all of its “hidden gems.”)