It normally works like this: you have a vacancy to fill, you haven’t secured someone through your normal channels so you engage a Recruitment Agency to fill the vacancy. They take your job description, send through CVs and you hire someone and pay a fee in return. The system must work otherwise you and many other Employers wouldn’t engage in this fashion every day, but what do you really know about the Recruiters you work with?
For example, did they take references on the candidate you hired? If so were they verbal references from the Manager the candidate reported to or written references? Have you seen them? Have you ever seen a bad written reference? Were you supposed to take the references? Was it clear from the terms? What happens if they leave? How much time did you spend interviewing unsuitable candidates? How many of them were unsuitable due to the candidate’s unrealistic expectations, the candidate having other options elsewhere or deciding to stay with their current Employer. Do you think that the Agency might have screened the candidates better and saved you this time?
Maybe you hired someone on a freelance basis for an hourly rate. The hourly rate might have seemed fair but how much of the rate does the candidate earn? You were offered different candidates at different rates, right? (Because all temporary workers can’t be as good as each other and all be the same rate.) But what is the Agency margin? Do you know what goes where from the charge rate (candidate pay, statutory deductions, Agency margin etc). You didn’t agree a fixed charge rate with the Agency did you? (You know that if you do that they try and get the candidate at the lowest pay rate to generate themselves the highest margin.)
If any of the above resonate with you, then get in touch. There is a different way of Agency engagement where both parties agree at the outset what their role is in the recruitment process and genuinely want to add value to the process.