I help you play the longer game through Recruitment Training
A small business owner said to me recently, ‘so are you a recruitment agency then Ali?’
He’d picked up on the word ‘recruitment’ when I described myself as a recruitment training specialist.
This conversation has prompted me to write an article to answer this question:
Q: ‘What’s the difference between you and a recruitment agency then Ali?’
A: There is zero overlap between what a recruitment agency does and the service that I provide, apart from that we both take an initial brief.
A recruitment agency will ask you about the role you wish to recruit, request a job description and person specification, ask detailed questions about a number of other things including benefits, work environment, timescale and expected salary range. They will then either:
Once they’ve generated a list of people who most closely match your criteria, they will get on the phone and have an initial chat/screening interview with their long list, focusing particularly on motivation for the job. You’ll get a shortlist of candidates to put through your own recruitment process and select the person who ticks most boxes.
Good agencies are a great short term option
If you have an urgent vacancy that needs to be filled fast and don’t have a pile of speculative CVs from people with the right skills, using a reputable agency can often be the way to go. They will save you time and speed up the process by doing the leg work for you. If they’ve done their job well, one of the shortlisted candidates will be right for you.
But it comes with a high cost per hire.
The cost of a recruitment agency to an employer will really depend on the role being filled. Standard recruitment costs tend to range between 15% and 20% of a candidate's first annual salary, but this can go as high as 30% for hard-to-fill positions.
I help you play the longer game through recruitment training
I’ll start by taking a detailed brief too, but we’ll start with the big picture. I’ll be asking you questions about your employer brand, your experience of recruiting and what you currently do to attract and select the people you hire. In other words, a Recruitment Process Audit. We’ll then discuss the next role you wish to hire and the requirements for success in this role.
The aim of my service is that you work step by step to become:
It doesn’t happen overnight though
We work on your online presence - how your organisation comes across to job seekers. ie would they want to apply to work for you?
There are loads of easy ways to increase your attraction and appeal to active candidates. See my recent article: How to develop your online employer branding
Once you’ve taken a few of these actions, you’ll be amazed how many more direct applications you receive to job ads you post, as well as speculative CVs from people who'd like to work with you. And you’ll notice an increase in quality too.
If you have a really good application form in place and an effective system for screening them, (both of which I can help you with by the way) you’ll find that you can reduce your long list to a shortlist pretty quickly.
By working with me, you’re investing in your organisation’s talent attraction, best practice candidate assessment methods and your own in house recruiting skills. In a nutshell, you’ll get much better at recruiting the right people to grow your business.
Rather than paying fees for one new recruit at a time, as you do with an agency, you’ll be investing in your long term hiring ability and growth potential. My service to you will:
If you’d like to find out more about the benefits of playing the long game and developing your recruitment process and skills, please get in touch.