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  • Adding Value to the Recruitment Process

    Posted In: General

    Posted Date: 22/08/2017

For those of us in the recruitment industry, how many times have you heard clients say 'if only they added more value” or “it would be useful if you provided a service that gave us more than just a CV”.

“Same old, same old”, I hear you say, but surely they do have a point?

The reality is that most recruiters would love to do more than just provide the CV and the potential bum on a seat. Most recruiters would like to understand much more about the client organisation, the department, the type of work they are likely to undertake, the culture of the organisation and the candidate prospects. Most recruiters, I believe, would want to effectively screen their candidates, offer genuine career advice and be the Consultant that their job title suggests.

Within Resource Solutions Group we recently undertook an independent and comprehensive analysis into perceptions of the recruitment industry and the messages were very similar – a huge opportunity exists for recruitment organisations to set themselves apart from the crowd.

Here are a few ways businesses can get the most from their recruiters:

Choosing quality over quick-fixes

According to research, many clients perceive that if an agency had a better understanding of their industry, company culture and their existing workforce, they could improve their sourcing procedures. This would allow them to submit more refined lists of candidates, reducing the time that clients are required to input into the selection process.

So why is there such an obvious disconnect between agency and client, when they appear to want the same?

One of the key client metrics recruiters often deal with is “we will deal with the agency that gets the CV to us first”.

This is problematic. If a recruiter spends their time properly screening my candidates; clearly understanding their requirements, goals and ambitions; ensuring that all the facts are correct and provide a genuine short list of people who can do the job and more importantly will fit into the culture of the client workplace – there is a high probability that a competitor agency will already have “specked” in some hastily sourced CVs before the important background work can be done. In this market a candidate is not likely to turn down an interview from any source.

The result of this? Clients will find themselves with quick solutions to their resourcing problem but without quality candidates who have long-term career potential. A clear consideration of time frames could be the difference between shoddy CVs and a candidate who is a truly great fit for your organisation.

Read: How to Provide a Fast and Efficient Service as a New Supplier

Forming A Partnership With Your Recruiter

Add to this another scenario: the client runs a very large PSL tightly managed by HR. The recruiter is not allowed to speak to the recruiting line manager or the HR function. They receive a standard job specification and a rough guide to salary package. They then send CVs into an automated system where feedback only comes if a candidate is offered an interview. If you were a candidate going through this process what would you think?

Unusual? Not at all. Sadly too many organisations are using these ineffective processes for bringing talent into an organisation because they think an automated system and having no allegiance to one supplier means they have more control.

A good recruitment organisation should work in partnership with a client to understand their processes, structure and culture. Agencies must deliver real value to be regarded as a ‘partner’ not a ‘supplier’. To make this happen, a real effort should be put into building a relationship between the recruiter and the client so that feedback can be delivered effectively and better results are achieved all round.

Read: How To Build Lasting Client Relationships

Related Blogs:

Could You Work in Recruitment?

Job Hopping – Retaining Your Talent

How To Build A Business-Ready Team



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