One of the biggest issues facing most Employers is whether the recruitment service they are being provided with is fit for purpose. How do you measure it? Recruitment is an inexact science, Agencies can’t create candidates where they don’t exist for the job description or salary you’re looking for but they do have a duty of care to ensure they are providing you with an open, honest and transparent service.
There are some questions you should ask about your relationship with the Recruitment Industry and I can help advise you how to get the right information that’ll allow you to decide whether the process could work better. Let’s start by asking some simple questions:
Are the terms and conditions fair and reasonable and do they reflect what both parties are going to commit to in the process?
For permanent positions, are you interviewing candidates of 2nd interview calibre? By that I mean that you should know their current salary, reasons for leaving their current Employer, motivations for joining you, likelihood of a counter offer and where they are in the recruitment process? (other interviews elsewhere etc) prior to meeting them (in person or virtually) for interview. Do you have references? Are the references from their direct superior not a peer? Has anyone verified what the candidate has put on their cv as an accurate reflection of their previous experience? How do you measure Recruitment Agencies quality of service? Are you looking at cv’s submitted to candidates you’d like to interview? If you’re not then I can help put simple & effective systems & checks in place that will save time & money.
Other questions you might consider:
Does the Agency help with onboarding? What happens if someone leaves shortly after starting? What refund are you due? Do you really want a replacement free of charge? Is the recruiter contacting your staff about leaving at the same time as trying to fill vacancies with you? How can you prevent that happening? Are they giving you access to salary surveys/information about difficult to fill roles & trends in your sector? Again simple to use systems and procedures can be put in place to address these issues.
For temporary positions, do you know how temporary workers are procured? What references do the agency have? Do they have a working knowledge of the temporary worker over a reasonable period of time? Can they tell you their weaknesses as well as their strengths? All temporary workers shouldn’t be the same rate. Can they identify the best temporary workers and present them to you when you need them? Are hourly rates increasing? If so, why? What happens if you want to take someone on permanently? What’s happening with IR35? Do you know how the temporary workers you’ve been provided with pay their tax? Do you need to know?
Again I can put systems in place that can help obtain answers to any of these issues. Equally I can help answer specific questions/issues as they arise.
Contact me to find out more.