This is a very internal piece by Heather from Microsoft, but it speaks to what I ask for from my clients.
My three favorites:
1. Give your recruiter names of companies
2. Write a compelling job description.
9. Bring speaker and attendee lists back from all events you attend and give them to your recruiter.
The key for me in developing these relationships is one of trust and mutual back-scratching. When a manager helps me do my job, or recognizes the work I put into something and gives me someone to put on contract, I am more liable to help them out with a free referral or helping them with a sticky business proposal or budget when they need it.
I treat the relationship as a team, because ideally, I only want to work with someone I like - and I want to help people I like.
This can go too far, as when you get business from your buddies because you own a suite at a football stadium, or when you think that bringing bagels to a client in the morning is the price of getting requirements.
The goal and the reality is that partnerships allow you to prosper and create win-win relationships. All too often companies take great pains to sever that relationship with third party recruiters out of ethical or legal concerns.
Why you would employ or work with people who had trouble understanding the boundaries of a professional relationship? The legal answer is to avoid any sense of impropriety, but this severely restricts your ability to partner with your vendors, and sometimes even your internal staff.
Creating an atmosphere of mutual cooperation will ethical partners will do just as much to lower long-term and hidden costs and reduce your risk. My estimate is that people sue when they feel that they are treated unfairly. And as we all know, once you're in the courts, everyone loses.
Strange, how we got from there to here,eh?