How can employers identify the top construction recruiters and top construction executive search firms in the USA?
There are over a thousand registered construction recruiters identified in recruiter indexes and directories throughout the internet, such as https://www.constructionexecutive.com/constructionemployers/ConstructionRecruiters.html. Construction recruitment firms range in size from one construction recruiter to over 100 staff recruiters. Most of these construction executive search firms are not exclusively focused on construction recruitment but will also perform recruitment services for related industries. Typically the larger the recruitment firm, the larger the diversity of related industries - for example, real estate, engineering, architecture, environmental, manufacturing, materials, etc.. Approximately 95% of the construction recruitment firms registered are known as contingency construction recruiters that operated as referral agencies and are only paid by employers should the employer hire one of the construction recruiter's candidates (fee is contingent upon a hire taking place). An example would be Management Recruiters International- MRI, https://mrinetwork.com. These firms typically service all levels of positions within the construction industry. Approximately 5% of construction recruiters are registered as retained construction recruiters that are engaged with an up-front retainer payment and typically work only on the highest level positions within construction (such as Hornberger Management Company, hornbergerusa.com). There are also hybrid-fee construction recruiters that will charge a partial retainer and partial contingency fee for services rendered. Identifying the top construction recruiters would depend upon what criteria an employer is most concerned with (revenue, successful hires with like positions, speed of results, reputation, confidentiality, recruitment process, etc.). There are recruitment associations such as the National Association of Personnel Services that provide certifications such as the C.P.C. designation which involves testing in recruitment processes, ethics and employment law. However, there is currently no industry requirement or certification that is mandatory to perform recruitment services. Employers should first determine if they prefer a contingency or retainer-based construction recruiter and then select only those construction recruiters who have performed the exact position and exact geographic location searches successfully. Other considerations include the number of years a construction recruiter has been in operation, its reputation based on previous assignments with other familiar employers, the recruiter's search process, clarity of understanding, and overall chemistry fit between employer and recruiter will make for the best partnership.
