Managing the Recruitment Process – Your Recruitment Partner
The final 3 instalments of this series discuss the recruitment process. This first instalment considers the subject of selecting Your Recruitment Partner.
Whether you will use a contingency recruitment process, where a fee is only paid to the recruiter who is successful in getting their candidate placed.. Or a retained process, where a search consultant is engaged by a company to search the market on their behalf. In both cases, it is vital to ensure a rigorous process is followed for a successful outcome.
As a head-hunter, it is not my purpose to describe how a company should structure or manage their recruitment process; however I will make a few observations.
Commoditising the Recruitment Industry
More and more companies are commoditising recruitment by pushing their requirements out to a number of agencies at as low a fee as they can. This has the effect of weakening the industry, creating poor quality of service, low levels of respect between the recruitment companies and their clients and no loyalty.
Candidates will also have very low respect for the recruiters or the companies they represent. They will certainly have no loyalty to the companies they are applying to, they will, all too often, be pushing their CVs out to as many agencies as they know and applying for as many positions as they find in the hope of getting enough options so they can choose the one that pays the most.
The result of this will be numerous drop outs by candidates you thought you had secured. Just a couple of days before they are due to start they call the agency to say they have taken a better offer, (if they bother telling you at all).
There is a place and time for a contingency based recruitment process. However this needs to be selective and carefully managed so as not to create an ‘us and them’ feeling between all parties involved.
Selecting your Recruitment Partner
Select your recruitment partners carefully not just on the fee they charge (or that you are prepared to pay).
Consider the service they offer and quality of candidates they attract. Do they have any reference clients? Why not speak to one or two of these.
Talk to candidates they have worked with before. Doing all of this will give you much greater confidence in the outcome.
The key word here is partner; ensure that the relationship is a partnership where the interests of your suppliers are also respected.
Working with your recruitment partner
Never put a role out to more than 2 recruitment agencies. You will not get any quicker or better response by using more, all you will see is an initial deluge of inappropriate CVs. You then need to spend your time to sort through the CVs and you’ll probably miss the occasional gems that’s been unearthed.
Once the initial rush is over there will be an almost total lack of any further response. Just the odd applicant being put forward from their applying to online advertising. Why don’t you consider using just one agency exclusively for 3 or 4 weeks, it will pay dividends.
Allow the agencies space to work, do not dictate and restrict their process. Specialist recruiters will have a process that they know delivers. Let them do what they do best and work your process into theirs.
Do not restrict yourself to never using retained search for non-executive roles. Remember we are talking about your critical recruitment, the roles you simply MUST fill. Why on earth would you leave this sort of recruitment to chance? Certainly use contingency recruitment where the skills and experience required are in relative high supply.
When the skills are in short supply and high demand then a retained search is really the only effective answer