Hiring the right people is tough enough on its own, and the wrong manpower consultant can turn the whole exercise into a longer, more expensive headache. With so much of the recruitment world moving online, it has become surprisingly difficult to separate genuinely reliable consultants from those who only look reliable. And considering an Aon study found that about 67 per cent of hiring leaders still see talent shortages as their biggest business risk, choosing the wrong partner can quietly drain time, money and patience.
So how do you figure out whether someone is credible without ever meeting them? The internet does leave some breadcrumbs, although you sometimes have to squint a little to see them. Here are 4 ways to verify the credibility of Manpower Consultants Online:
1. What is their Digital Footprint?
A good starting point is their digital footprint. Most consultants who take their work seriously maintain at least a basic, decent-looking online presence. A website that actually explains what they do, lists a few clients or stories, and doesn’t feel like it was thrown together overnight is usually a good sign. It does not need to be glossy. But if the site feels abandoned or oddly vague, it may suggest that their internal operations look the same way. LinkedIn can be equally revealing. Recruiters with active profiles, role updates or even small hiring-related posts tend to be more authentic than those with near-empty pages. When everything online is silent, you are left guessing.
2. Testimonials
What others say about them matters too. Google reviews, LinkedIn recommendations and simple case studies help you spot patterns. A mix of feedback is normal, but when you repeatedly see the same complaint, that is worth paying attention to. According to Glassdoor, 78 percent of job seekers read reviews before engaging with a recruiter, which means a poor candidate experience eventually circles back to the employer as well. Agencies that ghost candidates or miscommunicate roles often treat clients with the same inconsistency.
3. Where does their SME lie?
Specialisation is another area that gives away a lot. Recruitment is rarely a universal skill. Someone who is great at hiring backend developers may not necessarily understand how to source 200 field sales reps across smaller towns. You want clarity on industries, role levels and regions they understand well. When a consultant confidently says, “We hire for everything,” it usually means they hire for nothing in particular.
4. How Transparent is their process?
Process transparency gives you an even clearer picture. Credible consultants can usually explain where they find candidates, how they screen them, how long their closures typically take and what they do when a candidate drops out at the last minute. When the answers feel salesy or overly rehearsed, it may indicate the absence of a real process. Even a minute of searching can reveal things you would never hear on a pitch call. In the end, spending a little time vetting a consultant saves you from bigger losses later. A good manpower consultant strengthens your hiring engine. A poor one just adds friction.
How Headsup Makes This Easier?
At Headsup, transparency is built into the way we work. Our recruiters follow clearly defined processes, industry-focused mandates and consistent communication rhythms so clients never feel left in the dark. Compliance checks, structured reporting and honest expectation-setting are standard, not extras. We would rather promise a realistic timeline than a glamorous shortcut.A lot of clients choose to work with us again. With an 85% hiring rate and a 14-day time-to-hire, the results speak for themselves.
