Is Your Recruitment Partner Damaging Your Bottom Line??

I was interested to see reports of a survey last week showing that poor treatment of failed job applicants can damage a consumer brand and seriously affect the bottom line. It’s something that I hear candidates talk about and am always amazed at the number of companies who fail to see the connection.

This doesn’t only apply to direct can be just as damaging when a company briefs through a 3rd party recruiter. Trust me, when a candidate applies to an agency for a role with Company ABC and gets poor treatment from the agency, they will take this as a negative experience with Company ABC too.

I know it seems hard to believe, but when you brief a 3rd party recruiter you are entrusting them with representing not just your company, but also your brand, values and culture.

How do you know that they will do you justice? Try this recruitment partner health check:

Do they want to meet you?

If they are happy to take a telephone briefing, without coming to your offices to meet you and other key decision makers in person, and to find out about the environment and conditions, or get a feel for the culture and working atmosphere, then they are unlikely to be able to represent this to potential jobseekers. You will be investing a lot of your time in them; they should be investing theirs in you too.

Can you get references?

Your supplier should be happy to let you know all about the good work that they’ve done before. Ask to speak to 2 other companies (not competitors, businesses from different sectors) that they have recruited for and find out how they performed. Check the Linked In profiles of key people within the recruiter and see whish recommendations they have...then ask if you can contact them.

Go to their offices – what impression will they give, how do they work?

Most candidates who apply for your role will meet the recruiter at their go and see them for yourself! Seriously, anyone visiting their offices will be visiting a company that you have chosen to represent you, so you should see what impression they will give. They don’t need to be large, opulent or swanky...just give a welcoming and professional feel. And have a walk around; see the consultants’ working environment, do they look happy and motivated?

How do they build their talent pool?

Your chosen recruiter should be someone who has access to the best talent in the sector that matters to you, so find out how they build their talent network. Do they have a community who they keep in touch with? Will they rely on advertising or headhunting? Ideally you will want to brief someone who can take your brief and immediately think of potential candidates, so how do they keep their finger on the pulse of their marketplace?

How do they work, how are they targeted and rewarded?

Most recruiters are targeted to make placements...and are rewarded for the placements that they make. You will want to work with consultants who are going to go the extra mile to find the very best person for your role...this may take a lot of time and searching. Ask them how they are targeted and rewarded, what their motivators are. An increasing number of recruitment firms have a feedback element in the reward so you should try and use one of least you know that your recruiter will have a strong interest in the way they service you and not just in closing a deal.

You can never be sure that a time-pressured recruiter, working on a number of assignments, and with an eye on their fee targets, will always give their candidates a great impression of your business, but you can certainly do a lot of groundwork to ensure that you have chosen a recruitment partner who do their best to ensure that this never happens.

It’s not just your good name that’s at’s your bottom line too!

Views: 83

Comment by Stephen ODonnell on June 16, 2010 at 6:28pm
Spot on Mervyn! Employers show the low value they place on recruiters, and their low expectations, by blithely dishing out assignments to any Tom Dick or Harry. They do their own business a severe disservice by doing so, and perpetuate the stereotype of the lazy HR Manager delegating his/her responsibilities.
Employers must vet recruitment firms, and individual recruiters as they would a potential employee, given the responsibility they have to represent the organisation professionally. Recruiters must meet your standards, and be active advocates for your company.
They say you only get what you pay for, so if you assign a vacancy to several unknown agencies on a contingency basis, you run a serious risk of damaging your own company.
Comment by Felix Wetzel on June 17, 2010 at 6:01am
A very valid point, Mervyn. A point that is also supported by all the candidate research we've done at Jobsite. That's why we launched RecruitRank: a quick tool enabling candidates to feedback on the experience they had with the recruitment agency. Once a year we celebrate the best agencies in the industry based on this feedback. Now interestingly enough, we are also collecting the feedback on in-house company recruiters and at the moment candidates are providing better feedback on their experiences of working with an agency rather than an in-house recruiter. This may be due to a greater lack of response from HR departments as discussed in the survey. Regardless of whether an organization is recruiting directly or via an agency they must think about how their actions (or lack of them) are determining how that candidate views the company. I hope your post will be read widely Mervyn as it will ultimately improve the experience for the candidates and make job hunting more enjoyable and less daunting.


You need to be a member of RecruitingBlogs to add comments!

Join RecruitingBlogs


All the recruiting news you see here, delivered straight to your inbox.

Just enter your e-mail address below


RecruitingBlogs on Twitter

© 2024   All Rights Reserved   Powered by

Badges  |  Report an Issue  |  Privacy Policy  |  Terms of Service