Here’s the tricky part: a quick Google search brings up a whole host of recruitment agencies. Where, then, do you start? If you have never worked with a recruitment agency before, how do you ensure that they will be able to serve your needs as a new or established contractor, temporary worker or specialist? What if your skill set is especially niche? Is this beneficial or detrimental? And ultimately, will the recruiter match you to the right company?

1. Check with your peers

Engaging a recruiter is a lengthy process, from the initial interviews to eventually connecting you with clients that are keen to hire. As a contractor, temp or specialist, the likelihood of you working with the same recruiter is even higher, since they are the one connecting you with companies over the course of your career. As such, having ‘been there, done that’ recommendations from friends and peers within the same industry does carry a lot of weight — and the science shows, too. According to Nielsen, 84% of their survey respondents trust the recommendations of friends and family, and the same applies to recruiters to work with.

With that said, Jon Goldstein, Regional Director at Michael Page Southeast Asia & India, still advises due diligence. “Oftentimes people go to a company because they’ve heard of a big name, or their friend recommended it. However, if you’re an accountant and your friend is in sales, that’s not necessarily a match,” he warns. “So do your own homework, trust your own gut, and rely on what their market expertise is. Ask about their track record. Interview them a little bit.”

2. Check the recruiter’s industry expertise

There is no one-size-fits-all solution when it comes to recruitment. Instead, most individual recruiters will specialise in one or two sectors, with deep-seated knowledge and expertise in each one — but how do you know if they know what they are talking about?

One of the best places to seek out such information is LinkedIn. As much as the social media platform is a hunting ground for recruiters and hiring managers, it’s equally a great way to find recruiters and see if they, and the agencies they represent, meet your needs. This is critical if you have a very niche skill (like a data scientist) or if you are an interim manager.

Start by looking for recruiters from specific recruitment agencies and observe the kind of jobs they have been posting. Ask yourself these questions:

Do they sound like the type of jobs that you are interested in?

Do they fall within the realm of your expertise?
Are they relevant jobs based on your seniority?
Does he or she work with contractors?

These are all tell-tale signs for whether an agency, or a specific recruiter from said agency, can connect you with your next client. “Chemistry is very important, but it doesn’t necessarily have to be just that,” Goldstein says, “If they are experts in specific fields, if they can add value or if they can at least get you an interview, I would still recommend someone like that. Focus on their relevance to you.”

3. Check the recruiter’s career movement

Speaking of tell-tale signs, you also want to see how established the agency is and how long the individual recruiter has been there. After all, like planting a tree, becoming a good recruiter takes a whole lot of time and effort before the specialties take root. That’s why if you see a lot of movement throughout the recruiter’s career, it could mean that they are eager to find the next hot area and are perhaps less concerned about building long-term relationships with candidates and clients alike. On the flip side, someone who’s been within the same company or specialty sector would have developed a critical mass of contacts to help you in your search. A deeper, wider net is what you need here as a contractor, temp worker or specialist, and these are the recruiters you definitely want to reach out to.