Here we’ve pulled together some answers to commonly asked questions about recruitment agencies and the recruitment and selection process more generally.
How do recruitment agencies work?
Quite simply, recruitment agencies act as a ‘middle-man’ between employers and candidates.
There are several reasons why an employer may opt to use a recruitment agency. They may not have the resource in-house to deal with the admin the recruitment generates; they may be recruiting for a number of roles and would find it easier for an agency to deal with it all on their behalf, or they may feel they don’t have the specialist knowledge necessary to recruit for the more niche roles within their organisation and they want to make sure they’re getting the best possible candidate.
Whatever the reason, a recruitment agency will normally advertise the position, review all applicants, screen and create a short-list to present to the client (the employer). A candidate won’t usually meet the potential employer until they’ve spoken to the recruitment consultant at least a couple of times.
How has recruitment has evolved?
Recruitment has changed significantly in recent years, but never more so than in the last 12 months where video interviews have become standard practice and on many occasions now candidates won’t actually meet their new employers in person at all before commencing employment with them. Just a couple of years ago this would have seemed quite strange.
With everything being done remotely, it means things can move faster; which is good both from an employer and a candidate perspective. Recruitment of some more specialist roles can traditionally take a considerable amount of time, so anything that can be done to speed this up is going to be welcome.
In terms of what employers look for in candidates now, with the marketing being so competitive it is essential that candidates present themselves well and try to stand out. Employers now tend to place a lot more focus on a candidates values, and whether these are aligned with those of the organisation.
What candidates look for in employers has evolved somewhat too. Where once upon a time salary would be the number one driver for a candidate, now people look at the wider employee value proposition – ie. what can this employer offer me outside of standard salary and benefits? Are they open to remote working? Are they flexible around childcare responsibilities? Do they actually care about me, and my health and wellbeing?
How does recruitment and selection affect an organization?
The recruitment and selection process is a massive opportunity for an organisation to showcase its brand and what it believes in. The process should aim to sell a role and the company to prospective candidates.
If an organisation gets it wrong, it can leave candidates with a negative impression of the company, and word soon gets around.
If the process isn’t carried out effectively, preferred candidates could start off on the wrong foot, or turn the opportunity down altogether.
Why is it important that recruitment processes are fair and ethical?
Recruitment must be carried out fairly and with complete transparency, otherwise the integrity of the recruiting organisation and, where applicable, the agency working on behalf of that organisation risks being damaged beyond repair.
Ethical recruitment essentially means that a candidate is selected for an interview or offered a role-based upon merit alone – ie. they are deemed to be the best person for the job, irrespective of gender, race, religion, sexual orientation, etc.
Why is recruitment and selection so important?
Recruitment can be expensive and time-consuming – there are no two ways about it. A lot is invested. So it is important that at the end of the process a good candidate is found who will commit to staying with the organisation for a significant period of time.
This is where recruitment agencies can be really helpful. Unlike most organisations, recruitment agencies will have live pipelines of candidates who are screened and ready to go, and this can save a lot of time. Additionally, agencies are often able to attract a higher quality of candidate than an organisation could independently, so it’s definitely worth engaging their expertise.
To discuss your recruitment requirements get in touch with us at team.admin@hunteradams.co.uk – one of our recruitment experts will get back to you within a short time to arrange a chat.