Are there more productive ways that you could work with your external Recruitment Partners?
I have discussed in a number of earlier posts the benefits of moving away from the multi-agency contingency model. If you are looking for someone to manage your full life cycle recruitment assignment, I can see no reason why you would not want to engage a recruiter on an exclusive or retained basis. You will benefit from better communication, improved candidate experience and can also use the commitment element to secure more favourable terms.
Where however it does get more complicated is when you also want to run a search internally. A typical scenario we see is when one of the HR team or the internal recruiter will write an advert and post on various job boards and then process the responses that come back. If the response is not enough, they will then release the role to their “PSL” and 5 or 6 agencies will take the job spec and cut/paste it on to the same job boards that the direct advert has been posted on.
So, not only have they done nothing different to you, but they have probably also posted a poorer version of your advert, which only serves to devalue your opportunity. Let’s face it, if you see someone recruiting for a role and then see multiple agencies all spamming the job boards with the same cut/paste job spec, it’s not going to fill you with excitement.
I think we can agree that this is not an optimum way to recruit and will only cause you more work and your candidate experience will go out of the window.
You are probably thinking I’m banging the exclusive/retained drum once again! Well I am and I am not. Clearly having one specialist recruiter engaged exclusively to undertake a search in areas that you can’t is much more preferable to the above scenario.
It is however still not perfect, as ultimately not all candidates in the process are receiving the same interaction. The interview/offer process is an important part of the assignment, and so if different people are managing different candidates, it means there is potential for one candidate gaining an advantage over another. Questions such as “Will a fee implication negatively impact a candidate received from an external supplier?” Most of the time it doesn’t, but you could see how it could.
If you are going to run the assignment yourself, would it not be better to just retain your specialist on a day rate/fixed price deal? Rather than working in competition with you, they could compliment your activity and feed candidates into your existing process. The benefits of this are there for all. The recruiter gets paid for the work they do, the candidates have a better experience as all parties are part of the same process and it is more cost effective than potentially having to pay a standard 20/25% recruitment fee as per the multi-agency contingency model.
Now is a perfect time to look at how we are all working, and I strongly believe there are better ways for us all to benefit from the work we do. In this instance the candidate is at the heart of the process which is even more important in these difficult times. As a business you can be confident you’ve hired the best candidate, not just the one that happened to reply to your advert and the Recruiter is actually providing and being paid for a consultancy service.
Interested to hear whether you think this would work with your business?
P.S I’d also appreciate your feedback on this very quick survey (only one question!)