Tips To Choose An Effective Recruitment Consultancy For A Company

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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.

Planning Human Capital Management Roadmap: Ask an Expert

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Human Capital management (HCM) is the remodeled form of workforce management that has influenced the corporate world in recent years. The companies are increasingly investing towards human capital management in order to build a strong and efficient workforce that ensures company’s future growth and revenue inflow. Hence it is very important to plan the human capital management by understanding its drivers.

  • Technological advancement is the most active trend happening across every industry. Keeping track of such developments and implementing them within business aids better production, operation and customer management which influences profit and gives an upper hand in the competition. Thus the management needs to train its employees from time to time to keep them informed regarding the same to develop their knowledge base.
  • Performance monitoring at regular intervals is a major contributor towards human capital. Keeping track of individual performance matrix of the employees is important. A structured reporting system is very helpful in this regard. The scope of feedback should be open at both ends between the manager and the employees.
  • Proper communication channel opens up doors for suggestions and feedback. Management and employees having a common platform to express their viewpoints is a positive approach towards developing human capital. Also this should be followed up by necessary measures and inputs from both ends.
  • Clearly defined job responsibilities are necessary to drive the employees towards productivity and a healthy work environment. It helps in better management of resources and maintaining the company objectives in place.
  • Lastly encouragement of the employees through appreciation and recognition of efforts goes a long way in developing and managing a stable workforce.

With all these drivers, it becomes necessary to assign the responsibility of human capital management to an expert. A recruitment consultancy is a preferred choice in this case. The role of recruitment consultancy is no more restricted to finding right candidates for the job. It is considered a continuous process by keeping in touch with the client company and taking regular feedback of the recruitment. In terms of human capital management it can prove to be beneficial in many instances.

  • First and foremost, the recruitment consultancy knows about any candidate before short listing them for the selection process. Hence they keep track of the skills that candidates possess. Therefore, they can effectively guide the company regarding any required training or interactive session, the person wants for a particular job profile.
  • It can act as a platform of communication between the company and the employees as they interact with both from the initial stages. The firm has clear understanding of the business model and other related areas of the company along with employee needs and coordinate accordingly.
  • They help in monitoring the entire feedback and evaluation system so that necessary measures can be proposed and implemented from time to time.

With all these benefits, the recruitment consultancy can be a profitable choice for human capital planning and management.