Managing talent acquisition is a key element of any senior HR professional’s remit, and with it comes huge responsibility. Making a dud hire can have significant implications for the business. Particularly when you consider that, according to research from Oxford Economics, the average cost of bringing on board a new employee is in excess of £30,000 when you take into account factors such as lost output while the new recruit gets up to speed.
While the majority of HR functions will manage a chunk of recruitment activity internally, even the most robust internal resourcing teams will have to call on third-party support to source talent that is particularly niche, scarce or senior. But how do you ensure the recruitment partner that you entrust to manage the process is the right one?
Like used car salesmen and estate agents, recruiters have a somewhat tarnished reputation, not least within HR circles. We previously undertook some research, in conjunction with Resource Solutions Group, to get a solid understanding of external perceptions of the recruitment sector. The results showed that both clients and candidates had negative perceptions of the recruitment industry. HR leaders highlighted a sense of ‘over-promising’ and ‘under-delivering’, while candidates felt that recruitment firms were primarily motivated financially and had little consideration for them as individuals.
However, picking a compliant, ethical partner with the right networks that ‘gets’ your business can provide access to hard to reach candidates.
According to the latest Resourcing & Talent Planning report from the CIPD, the main factor that influences organisations’ choice of recruitment partners is ‘understanding of our business’, with 76% citing this as a key consideration. This is followed by cost (68%), specialist knowledge (67%) and access to highly skilled candidates (67%).
With this in mind, having clear and realistic expectations of who you are trying to recruit – and communicating this effectively – is crucial. Finding a consultancy that understands the issues you face in your recruitment campaign, and can offer solutions, is vital. An efficient recruiter will use their contacts and expertise to take a targeted and streamlined approach to talent attraction.
Most importantly, it is crucial that any consultancy you work with takes the time to understand, and demonstrates a willingness to communicate, your employer brand. A recruitment consultancy is often the first ‘direct’ conversation between an employer and its future talent and there needs to be a high level of trust between both parties to ensure an integrated message of brand values is delivered. The right recruiter will be able to accurately and innately gauge which talent will fit culturally within the business, and only push forward those who possess the right qualities.
Of course, using a recruiter who has been recommended by a colleague or acquaintance is always preferable to picking whoever comes out on top of a Google search or impresses with a flashy website. However, choosing a partner who is affiliated with a reputable trade body is also key.
Here at APSCo, for example, our members pass over 20 quality checks and sign our strict Code of Conduct before they’re allowed the privilege of carrying our badge.
While the CIPD’s research shows that just under half (46%) of organisations have reduced their use of recruitment partners over the last 12 months, the report also notes that almost a quarter (24%) have formed closer business partnerships with those that they rate. It seems organisations are becoming more selective in their use of recruitment partners – are you?
