Working with recruitment agencies to obtain the right candidates for job vacancies is increasingly seen as a cost-effective and productive method of working for a lot of companies. The old misconception of "agencies will just send any candidates' CVs and charge expensive fees" may still be held by a few companies however this is often right down to a lack of understanding concerning the features and benefits of a recruitment agency's service or from having bad experiences previously with less than reputable agencies.
When a company has identified the need to recruit their Recruiting team then need to decide how they're to manage the procedure, do they deal with all stages of the recruitment process themselves, use agencies in addition to their own advertising and selection of candidates or outsource to one or more agencies?
Some issues that need considering and how recruitment agencies' services' could be of benefit include; Cost - nearly all agency services for the recruitment of permanent staff are supplied on a 'no placement, no fee' basis, even then there is, generally, a rebate period, usually as high as 3 months from the candidate commencing employment when the candidate falls flat.
Time - companies often consider how much of their HR staffs' time will be taken up by; preparing, writing and posting job advertisements, sorting through the applications, pre-screening candidates etc. This can often take up several hours of each and every day and at an expense towards the company, particularly when compared to meeting and briefing a recruitment consultant and then only looking at pre-screened qualified candidates.
Expertise - by working with specialist recruitment agencies for vacancies such as accountancy, engineering, marketing etc companies could possibly get easy access to candidates already around the agencies' books and can also seek advice on industry trends, candidate availability, salary surveys and alterations in employment legislation. Agencies typically have access to industry specific job boards, journals, networking / social networking and industry contacts and may identify candidates from less widely used sources.
Confidentiality - there might be several reasons, inwardly and outwardly, why a business will not wish to let it be known that they are recruiting for particular job roles. Agencies will not normally advertise the company's name unless requested.
Suitability of Candidates - when advertising for vacancies you will find often two outcomes; insufficient applications or a lot of applications. Not enough applications which is time to take a look at other ways of candidate attraction, a lot of and its about picking the very best. Agencies will often have a detailed brief and will be able to identify potentially suitable candidates before telephone / in person interviewing and any additional testing or selection e.g. trade tests, psychometric testing, competency based interviews, role plays, selection or assessment centres etc.