How to apply ‘four’ basic methods to get the best out of your recruitment supplier
Getting the most out of your existing recruitment supplier can be challenging. The way best to understand this is to ‘jump’ into the mind-set of the recruiter and make sure you are taking the necessary actions to ensure they keep filling the vacancies within your company.
Step 1 Accurate candidate specification.
Give clear instructions on the candidate specification [this is completely different to the job description]. The candidate specification should be a well thought out list of essential and desirable requirements, lots of clients make the mistake of either being too narrow or too wide. The candidate specification is the formula that the recruiter will follow to ensure a successful placement. If this formula isn’t correct for search commencement, the likelihood of securing the candidate within the first shortlist is dramatically reduced, thus creating more work for everyone involved.
Step 2 Fee negotiation.
Keep your fee negotiations sensible and realistic. We appreciate that every client wants a fair fee cost for recruitment but always take into account the type of role being sourced – appointing a Sales Director should cost more than recruiting an Administrator. The fee level should always be in line with the level or type of position being recruited. The best example is 12% take it or leave it comment from a client. This just completely discourages the recruiter and would likely result in more experienced recruiters [the ones you want to work with] prioritising other positions with other clients. This will also limit the amount of candidate resourcing time and advertising investment that the recruiter is willing to allocate. Agreeing a fee that both parties are happy with will influence the outcome.
Step 3 Client commitment.
This is absolutely critical. There is a common misconception that selecting multiple recruitment partners for a hire will increase the chances of filling the vacancy. However, the opposite is the case because YOU THE CLIENT are not a priority to any of them. Seasoned recruiters will always prioritise their most committed clients; 100% client commitment secures unwavering recruiter commitment. This is a winning formula! It’s never a race to the finish line on 12% fees with multiple recruiters involved. Positions with this commitment are typically reserved for less experienced recruiters or after 4.30pm. Don’t make this mistake!
Step 4 Communication.
Communication throughout is essential. Regular communication during each stage of the recruitment process ensures nothing is missed and every objection is hit head on, and early! Once communication from recruiter, candidate or client starts to waver the recruitment process is likely to suffer and a problem is likely just around the corner. Client feedback on candidates allows the recruitment company to Recruitment Company to keep all candidates updated and if required, refine the recruitment process.
In summary; (candidate specification + a sensible fee) x (commitment + communication) = a winning formula!
Once you understand this formula you’ll rarely experience delivery problems with your recruitment partner. Mercury Hampton coach our clients on this formula hence why our completion rates and repeat business is double the industry average!