Tips To Choose An Effective Recruitment Consultancy For A Company

Recruitment Consultancy can be considered as an intermediary between the business and candidate. The client company benefits from the better staff hiring that contributes towards workforce stabilization, performance and achievement of business goals while job seekers benefit from a boost in the career graph in the right direction. However, choosing a recruitment consultancy can be challenging task for every company. There are certain pointers that needs to be kept in mind while partnering with such a consultancy.

• The first and foremost measure to be taken is to perform an in-depth research on the consultancy. It is better to go through the profiles for at least 10 to 15 consultancies before short listing a few from the list. Then it is necessary to go through their profiles and expertise and preferably the client list. Most of these information is readily available in the website of the consultancies. The client company can also look for reviews from the previous partnering companies as well. This gives a good insight about the functioning performance of the consultancy.
• It is better to hold up a face to face interview with the consultancy representatives. This helps in understanding the scope of services of the consultancy along with the prime industries for which the services have been provided. This makes the understanding more relatable and fruitful at the same time. It also aids in understanding whether the consultancy has been involved in hiring niche technical professionals which are more advanced and rare at the same time.
• It is also better to consider the profile of the workforce the consultancy has. It can be in terms of number of senior recruiters present in the consultancy, any recruiter associated with specific field level recruitment expertise, specific recruitment services and such like.
• If the company is in need for specific type of labor requirement, then it should for a consultancy that provides the same. In certain cases, the company is in need of contractual labor, temporary workforce or freelancers and consultants. Then it is better to opt for consultancies who are experienced in providing such type of labor within a limited time frame for better project and business management.
• If the company plans to go ahead with the service of the consultancy, then it always advisable to ask for the procedure and details of the service well in advance. It is important to know the process in which the consultancy will undertake the recruitment process and to what extent will assist in the selection procedure. Based on this the further decision on the service can be taken up. Also other details related to the service delivery, payment and legal terms need to be penned down in a written agreement for clarity.

Lastly, the communication channel between the company and the consultancy should be predefined and followed by word. The point of communication should also be decided so as to avoid multiple communication confusion among various individuals regarding the updates and proceedings of the recruitment process.

Staffing Agencies And Their Advantages

Staffing agencies are referred to as professional firms who extend their services to the candidates who are looking for a job change or starting their career, as well as to the employers who need to fill in gaps for skills sets or add to the workforce. Staffing solutions have been in the limelight in recent years after the rising demand supply gap between the number of professionals required for critical positions and actual availability of the same. This gave rise to the staffing agencies and their services. So it is important to point out at their advantages from a business perspective.

• The first and foremost the challenge that every industry is facing in current times is shortage of skilled professionals. Though might sound a bit off the track as millions of professionals are graduating each and many are looking out for job opportunities, but reality is somewhat different. The top notch professionals are hard to get and most of them come under passive candidature. Staffing agencies contribute towards reaching out to such candidates that contributes towards increasing quality of hire for the client company. This is especially helpful towards IT staffing
• Recruitment drive is a time intensive process. A lot of time is involved during the initial application tracking and resume short listing phase as there are lot of random application that come in during the first stage of the hiring. This type of legwork can be done by the staffing agency wherein it will present a concise list of candidates who can be considered as potential employees for the final selection round.
• The major concern over any business process is operational cost. Hiring and maintaining an in-house recruitment team within the organization is a cost sensitive approach. Moreover, the need of hiring fluctuates over time but the team needs to be maintained round the year. Alternatively if the entire process is outsourced then it brings down the operational costs to a great extent. The requirement of hiring can be scaled up or down according to the business need.
• When a staffing agency is hired, there is accountability and transparency to the process. The agency first understands the requirement of the client company in terms of skills and performs an initial level analysis to point out the gaps and loopholes in existing workforce. This report is shared with the company and a further agenda towards the recruitment drive is formulated. Updates on candidate list and selection process are shared with the client company at regular intervals for transparent information sharing that contributes towards accountability.

Lastly, the network of the staffing agencies is often more stronger than the company itself. They usually maintain a database of candidates across various skill sets and expertise that is updated at regular intervals. This gives access to profiles which are not available on other job portals and forums. Moreover, the communication of the client company with such candidates is created at a faster pace with affectivity.