With the rise of job boards and platforms like LinkedIn, it is understandable that many companies question the need for the use of placement agencies. Yet, in a world where we are inundated with options, it can sometimes be both prudent and helpful to have a filtering system in place for both the business as well as for the candidates.
Recruiting is a time-consuming process. To manage this inhouse without the function of a dedicated HR team means that it falls as an additional task on a team member who is likely already battling with their current workload. Reading CVs and cover letters and liaising with candidates is a lengthy procedure and it may very well be more cost-effective to pay an agency than to take up the time of an already busy team.
Recruiters have a database of candidates that they work with and they are continually scouting for new relevant candidates to suit your role. There are often people who could be tempted into applying but who may not necessarily be scouring the market for a new job; recruiters are best at luring these prospective candidates into applying.
The matching of candidates to the role goes beyond assessing the skills of the applicant and matching them to the skills required for the advertised role. The recruiter also takes a deeper look into the culture of the organisation and assesses which applicant is best suited as a cultural fit. Having a recruitment agent, who is not directly involved in the business, to act on behalf of your company, can be an effective sales mechanism to highlight the benefits of the organisation from a market perspective. Furthermore, recruiters only get paid if they place a candidate. It is in their best interest to find the most appropriate candidate to meet your needs. And it is well to remember that as the prospective employer, you still have the final say!
Getting the right person to do the job is obviously a key element. It is also necessary in order to prevent frequent staff turnaround. This always costs, in terms of time spent training and in terms of inefficiencies requiring correction, as well as the lack of productivity if the ‘wrong’ candidate is appointed. In addition, there is the possible negative domino effect of generalised de-motivation which is frequently encountered in these situations. Finding the right fit can be challenging and an expert hand can help guide these decisions.
Ultimately the recruiter can only be as effective as the information that they have. They require some time from the business to ensure that they have what they need to make the best placement. This entails having a detailed job description stating the requirements of the job, what skills and/or qualifications are necessary and what extra qualities would be desirable in the candidate; what the job level is in the organization; and what the reporting structure is, relevant to the role advertised. It can also be useful to give an indication of the benefits offered by the company, and what the remuneration package entails, as this can save time and energy spent on interviewing people who are looking for something different.
Equally, clear feedback on the outcome of the interviews held and on the attributes of candidates that they do send helps them to refine their search.
When undertaking your next recruitment campaign, consider using a placement agency to help you in your search. You only pay the agency once all your requirements have been met and the ideal candidate has been found. You will then be in a position to assess the cost versus the reward, both in terms of quality of candidate obtained to fill the role, and the time and pressure taken off your team to fill the roles. Get in touch with FMI today to find out more about our professional recruitment service.