HR agencies – Considerations when working with a HR agency.
Using an HR agency is a route many clients select to ensure that the recruitment process runs smoothly. The key is finding the right agency to fulfil the bespoke needs of the business and vacancy in question.
Sourcing fitting and high calibre candidates can be time consuming for recruiting managers and business leaders. Specialist HR agencies on the other hand, are experts and through their numerous networks will have access to an extensive database of professionals they know well, suitable for each vacancy in question.
Finding the right match
While generalist recruitment agencies commonly rely on adverts and job boards to source candidates for a role, specialists such as HR agencies will have a more thorough and bespoke approach to gaining results.
As the experts, HR recruitment consultants possess a comprehensive insight into the available candidates in the marketplace. In short, this limits the reliance on sourcing through advertisement alone which is often the default method for generalist agencies. Instead, this inside knowledge and the existing relationships with talented HR professionals means that a huge proportion of applicants will be a product of a pre-existing network.
Aspects to discuss with your HR Agency
Although a HR recruiter has an expert insight into the human resources job market, this doesn’t negate the need to approach each vacancy with a detailed and thorough brief.Not only will a fully defined job description enable consultants to focus on finding the ideal fit in terms of skills, qualifications, experience, sector background and mind-set, the process of designing the job specification will also guide an employer to consider the most important assets in their new recruit. It may be that some elements will bear more weight in the wish list than others, but it is an invaluable way of assessing the actual needs and requirements from the role in question, enabling your HR recruiter to hone their search from the beginning. It’s also a great opportunity to look ahead and consider what the future may entail for the HR professional once they‘re in place. Development and career progression are important factors for those considering a new job, so finding the right fit between business and candidate not only in terms of their CV, but also in regards to aspirations will ensure a long lasting fit.
A realistic conversation about the budget for the vacancy is another key part of the preliminary process. Their specialist knowledge will enable HR agencies to effectively advise on whether a client’s budget is sufficient and in line with the market to attract the best candidates.
Sourcing the best HR candidates
For the sake of consistency, clarity and professionalism, it’s important to have pre-established timescales with your HR recruitment agency to enable things to run smoothly and avoid missed opportunities with potentially ideal applicants. Expectations from a candidate’s point of view will be to get feedback promptly and for interviews to be held in a timely manner.
Generally speaking, HR agencies will follow a process of at least two stages on interviews, allowing the client to whittle down prospective applicants to 2 or 3 people for the more intensive final stage, which may involve presentations, introductions to senior business leaders or even psychometric testing. Ultimately, throughout the recruitment process, the emphasis must always be on providing as much information and to engage in a mutually transparent relationship with your HR agency. This will enable them to readily define suitable candidates, manage the process smoothly to keep these candidates engaged with the process and match them with the client’s business needs, ethos, culture and aspirations.