Is there a best way to recruit? What makes some recruitment agencies more successful than others? With competition amongst candidates and agencies rapidly increasing, the solution is surely a holy grail for the recruitment consultant.
We think we have the answer – Recruitment is an artform not a science: and understanding that is what puts one agency above another.
Why do we think that? Well simply because the process of recruitment – call it the science of recruitment - varies little between each agency, whatever the size or sector.
As you know, critical to the success of any recruitment agency, are good relations with a variety of employers. The question of how best to establish and nurture those all important relationships comes down to personal technique, intuition and finesse. For some it is a weekly call to the HR contact, for others, a round of Friday afternoon drinks with clients or a more formal regular client briefing. Some agencies stumble at the hurdle though and get it wrong, leaving clients frustrated or alienated.
When the task of finding that job candidate is at hand, it’s now up to you to unearth the right person and secure them the job and yourself the commission. With many candidates on an agency database there are almost endless ways to search, sort, filter and match them. You or your agency will likely have a specific way to go about each search, but ask yourself a question: Does it always yield the best result?
The crucial task of introducing a prospective candidate to the employer arrives. It now goes without saying that basic details and CV will be exchanged although how much more information is the firm looking for beyond that? Employers look for high levels of compatibility. The A levels, degree and career experience may be a given amongst a variety of potential employees, but it will be the one who ‘fits’ best within the firm who will ultimately secure the position. Any consultant or agency prepared to go some way to discover such elements within a candidate and then present them to a firm will increase their chances considerably.
With each agency covering all these stages as well as the admin and follow up in between – does success rest on process, speed, efficiency? What is the magic ingredient? Is recruitment nothing short of an art form, with each success depending on the skill and agility of the consultant? That’s what it seems! (Or is it possible to build a recipe for success – a scientific approach to recruitment? Hmm....)