4 years ago
In today’s cut throat recruitment industry, it’s even more essential that organisations’ attract the right people at the right time and assign them the right candidate with the right skills – this can be easier said than done.
Below is a list of ‘musts’ that your agency should be carrying out to meet your recruitment needs.
Do they know their candidates?
It is essential consultants aim to meet, or at the very least speak, to every potential candidate. Has your agency ever sent a female called ‘Sam’ to an interview and then referred to them as ‘he’ because they never actually met the candidate!
How thoroughly are CVs screened before they are sent to you?
CV scrutiny is imperative to ensure the right candidate with the desired skills is sent to you from the start. Anything less than this is unproductive. Ask your agency if the CVs have been screened according to the role which is being applied for? If not, why? After all it is what you’re paying them for!
Are you clear about the salary?
Make sure your agency fully understands the salary you’re willing to pay. Is this negotiable dependent on experience, or is there no room for movement? Salary expectations should always be discussed with a candidate prior to sending them to you for interview. There really is no benefit in considering a candidate seeking to earn £50k to a job paying £30k!
Does the agency carry out thorough reference checking?
Have their candidates been reference checked to a high standard? At this point there is no way of knowing why a candidate left their previous roles so references are key when selecting good candidates. It is good practice to send a candidate to an interview having been fully referenced checked. This will also give you a better idea of the types of places they have worked and the roles they carried out.
Have you discussed the ‘F’ Word?
Discussions about fees are a critical factor in the recruitment process. Make sure you agree on fees before any work starts on recruitment. A good agency will always send a pre-order form to you, outlining the main points of the work they will complete as well as the fee which has been agreed. You need to be clear on the payment terms and the rebate you will receive if the candidate does not work out.
How are their databases kept up to date?
Does your agency keep an up-to-date, cleansed database? This is paramount as there may be suitable candidates already registered sitting on their database, this could save you time as the candidates don’t need to be sourced.
Are you kept in the loop at all times?
How often does your consultant call to update you on the recruitment process? Communication is key and it’s vital that your consultant makes regular contact with yourself and the candidate, even after they have started to work for you. This will guarantee a smooth recruitment process from start to finish.
These 7 areas are often worrying issues which many organisations discover with their recruitment consultancies. Don’t be afraid to ask questions and make the recruitment process easier by ensuring these areas have been covered before trusting an agency to fill any vacancies you have.
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