The Agency Promises •To take the time to listen to your requirements and understand your company culture •To work as a team to ensure you have access to the most suitable candidates •To skill test all applicants and to undertake an in-depth interview •To provide a tailored service whether temporary or permanent staff are required •That no fee will be charged until a suitable candidate starts with your company •To offer an honest, reliable and confidential service every time
Why use a recruiter when you can advertise or post a job online and have all the candidates you need?
Here are 7 reasons why using a high quality, third party, recruitment consultant is still likely to be the most cost-effective option for hiring the best employees, regardless of the economic climate.
1. Find the best candidates - just because there is a dim economic mood, it doesn't mean that high quality candidates are flooding online ads with applications. As a high quality recruiter we use a number of tools and techniques to access and introduce top candidates. Most clients just rely on online ads to generate candidates for jobs.
2. Speed - almost all clients attempting their own direct recruitment have higher daily priorities than hiring. Recruitment consultants have no higher priorities than responding quickly to a client request for quality permanent and/or temporary staff. A high quality recruiter should always be able to provide suitable candidates to a client, faster than the client can do it themselves.
Imagine the time you could spend writing an advert, taking the response, sifting CVs, informing unsuccessful candidates, telephone interviewing candidates, making a shortlist, arranging interviews and supplying the candidates with all the relevant information.
3. Recognise liars and frauds - a database and filing system, with deep history, allows a recruiter to compare the resume currently submitted by a candidate to one they may have submitted in the past. Considering that between 20% and 40% of resumes have significant inaccuracies (depending upon which survey you believe), our chances of detecting a fabrication or omission in a candidate's resume is generally going to be better than your client's.
4. Skills testing and other assessment tools – We have a world class skills testing system that assesses one, or a combination, of a candidate's skills, competencies and motivations. Most clients do not. Any independent, valid and proven assessment tool is going to improve the chances of an effective hiring decision being made.
5. Temps - assessing and managing candidates for temporary or casual positions involves a slightly different set of skills to those required for permanent recruitment. Most clients have very little competence in effective temporary recruitment because they don't understand the subtle differences.
6. Act as a client advocate - when the client is recruiting directly, they have no independent advocate going in to bat for them with the candidate (remembering that quality candidates will almost always have other choices). A high quality recruitment consultant knows how to most effectively present job opportunities and (mostly unknown) organisations to their candidates.
7. Market expertise - a high quality recruitment consultant knows their market niche so intimately that they can provide excellent advice to their clients about candidate availability, sourcing methods, salaries & benefits, hiring timeframes and key ‘push & pull' factors for quality candidates.
| 
