Entering into a new relationship with a recruitment agency can often be a relatively daunting experience, especially for those who have had little to no previous experience of working with agencies.
Good recruiters will are worth their weight in gold. They have excellent market knowledge and are able to access passive ‘hard to find candidates..The following aims to explain how employers can significantly improve their experience and results when working with an agency.
SELECT THE RIGHT RECRUITMENT AGENCY
There are around 30,000 recruitment agencies operating in the UK. You must choose to work with one that can meet your requirements and matches your business values. Do your research, ask for recommendations and seek a reputable agency.
TAKE THE TIME TO MEET YOUR AGENCY TEAM IN PERSON
Reputable agencies will be very keen to meet with employers face to face. We are all time-short – often leading to employers turning down the opportunity for a face-to-face meeting. This is a mistake, as a recruiter that fully understands your business, values and ethics will be your biggest advocate in a competitive job market. It also allows you the opportunity to build a stronger, trusted relationship with your recruiter.
BUILD AN HONEST RELATIONSHIP WITH YOUR RECRUITER
View this as entering into a partnership. Reputable recruitment agencies come with extensive knowledge of the industry. They can provide significant insight into factors such as: hiring needs, skills shortages, salaries and benefits packages. Creating an honest relationship with your recruiter allows them to advise you efficiently.
Make sure your recruitment agency are fully aware of your current situation, why the position has become available and what is expected.
CONSIDER MARKET CONDITIONS AND BE FLEXIBLE
A good recruitment agency will not want to fill your vacancy at any cost. They will want to provide you with the right candidates who will stay with your business long-term. However, its important to acknowledge that the perfect person for a role may not exist – or might not be available immediately. You may need to show some flexibility or compromise on your requirements, especially if filling the position is urgent. Listen to your agency if they are telling you that you need to compromise or adjust your brief.
One of the biggest complaints received on both sides of the recruiter/ employer relationship is a lack of communication- something which is key during all three stages recruitment.
- Briefing stage: An in-depth brief needs to be taken from HR and / or someone with significant knowledge of the position that needs to be filled. A reputable recruiter will have a long list of questions, even if it is a position they have filled before. These questions need to be answered as comprehensively and quickly as possible so that the search for candidates can begin.
- Searching stage: It is likely that questions will be asked by candidates during the recruitment process that the recruiter doesn’t yet know the answer to. Having an open line of communication allows the recruiter to ask the employer these questions (over phone or email) and receive a swift response. It also allows the employer to keep up to date with the recruiter and how the process is going.
- Provide Feedback: Two way communication needs to be open until the end. If the candidates your agency finds are not suitable – give feedback and let them know why. This will help them to re-focus their search in the right direction. Finally – give feedback to your agency (good or bad) at the end of a recruitment process so that you can both improve things for the next assignment.
Copeland help automotive businesses get the recruitment process right. We use a structured process – based on 18 years’ experience – to source, qualify and select the right candidates within our clients’ timescales.