Recruitment agencies recruit qualified personnel for their clients. One key reason for their usefulness is that they enjoy the advantages, expertise and efficiency of specialisation and their reach and access to networks.
Most importantly, recruitment agencies free up time and energy for companies that may not have enough time to spare for the purpose of advertising and screening job applications.
In selecting an agency it is important to look for:
- performance history
Do your homework
To choose an agency recruiter, do the same homework you would do when evaluating a candidate. Look at their LinkedIn profile for their experience.
- Is there an indication of their experience in the area you want them to work in?
- Do they demonstrate as much experience as they claimed in your initial conversation?
Interview the recruiters just as you would a candidate for employment.
- Do you have candidates for my position already in your database?
- How will you find and assess the candidates for my position?
- How will you keep me up-to-date on the status of candidates?
- How long will it take to fill the position?
How much experience does the agency have?
If you are recruiting for hard-to-fill skills sets — which is most likely why you are engaging an agency — you want to find the best candidates. Experienced recruiters have spent years setting up networks of great candidates. These candidates are not found on passive job boards as they do not need to post their CV’s. You hire the agency recruiter for their network of candidates that no one else can find.
Understand and evaluate their terms of business
Often, recruiting agencies can be very rigid when it comes to talent procurement contracts and the like. The best recruiters are nimble and able to move quickly and creatively in order to help you and your company find and retain talent. The last thing you want to do is get stuck working with a recruiter with inflexible terms.
Consider their expertise and track record
For permanent, strategic placements, employers should consider the firm’s expertise and track record in that industry vertical.
- When was the firm’s most recent fill?
- What’s the reach of the firm’s network?
- How large is the firm’s database?
- How often does the firm update candidate records and replenish its funnels?
- Is the firm tapped into passive candidate networks?
- What strategies does the firm use to uncover fresh talent?
Be clear on YOUR needs
While agency recruiters are salespeople a good one will listen to you and find you someone that’s a good fit. However, the employer has to know what they are looking for and communicate this to the agency consultant. Your idea of intermediate Excel skills may be someone else’s idea of advanced skills.
You must be clear with what you want in a candidate.
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