Which recruitment agency is for you?
Assuming you wouldn’t sign up with the first agency to approach you, how do you decide which agency is right for you? There are many things to consider, 5 of which the Guardian has pinpointed below.
We’re not going to tell you the reasons we’re better than other agencies, because we’re not, so long as they;
-Comply with all legislation that is relevant to the recruitment industry and HMRC rulings.
-Truly believe that job seekers and temporary workers should be treated with respect.
-Don’t chase the money but value the service.
-Want to do business fairly, morally and equitably.
-Create partnerships with a consultative approach.
-Realise that they have two ears and one mouth and therefore listen, really listen.-Welcome ethical and legislative audits from customers and government/governing bodies.
Find the questions from the Guardian, edited with our answers in Purple.
1. How do you charge?
Recruitment agencies tend to charge in one of two ways; a percentage fee or a retainer. The percentage fee is based on the starting salary of the candidate and is normally payable once the candidate starts work with you. This form of charging is most common and if you don’t find a suitable candidate, you don’t have to pay the agency anything.
However, fees can vary from 8-25% depending on the agency and the salary. If you choose a retainer fee, it is agreed at the outset; with a percentage being payable upfront and the remainder due when the candidate starts their employment.
Our rates depend on the staff you require. For temporary staff, we will charge X and for permanent staff, we charge a one-off fee of a percentage of the candidates proposed wage
2. What happens if the employee leaves?
There is nothing more disheartening than having invested time and money in a new employee than to see them leave after you have paid a fee to an agency. Most agencies will offer some form of rebate of their fee should a candidate leave within a defined time period (usually 12 weeks, in line with a probationary period). The rebate is normally based on a sliding scale, and dependent on how long the candidate has been employed.
Make sure that you negotiate a rebate structure with your agency that suits you. Don’t forget to get it in writing.
If you take a candidate from us on a permanent basis, we expect them to stay. However, if the candidate leaves you before a 12 week period, you’ll receive a rebate. Our terms and payment scales can be emailed to you on request, by mailing firstname.lastname@example.org with details of staff requirements.
3. What is the CV selection process?
The whole point of outsourcing recruitment is to save you time and money. You don’t want to be inundated with applications that you have to spend hours sifting through to find relevant candidates. Ask the agency how they handle the selection process, how they handle applications, if they speak to each applicant and the information they will be obtaining from applicants. Also ask them how many CVs they expect to provide you with.
When we register a candidate, we screen them for suitability once when they call to register interest, and again by interview when they visit a branch for fill out their registration forms. We check the references provided, and use the information we receive to aid our judgement. We won’t send over a CV of a candidate that doesn’t satisfy our requirements, because we know they won’t satisfy yours.
4. How do you handle candidate referencing?
Reference checks need to be carried out before hiring any new employees but it can be time consuming. Before selecting a recruitment agency, it is worth finding out if they handle references for you. Confirming identity and speaking to ex-employers on your behalf will give you more confidence in the candidates that are supplied.
As stated above, we reference check all candidates that register with us.
5. Have you placed candidates in similar roles before?
With the large number of recruitment agencies out there, selecting the right one can be a task in itself. You need to be confident that the agency understands your role and the sort of applications you are looking for. Asking if they have placed candidates in a similar role will help to ensure that you are selecting the right one. Even better, ask them to provide examples and if possible, customer testimonials.
If you are still unsure, why not shortlist the agencies you’re thinking of using and invite them to present to you. This gives them an incentive to do their homework on your industry and an opportunity to showcase it. It will also provide you with a clearer idea of each agency’s approach and the ones that you feel most comfortable representing your business in the search for your staff.
We have years of experience placing staff within industry and commerce – it’s pretty likely we’ll have filled a similar role! We’re always happy to take a call and answer your questions, so find your local branch and ask away!
The original article was posted on The Guardian