The Symbiotic Relationship Between Client and Recruiter

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The simple things in life are most definitely free and don’t cost anything with your recruiter. 

You may notice that the majority of small to medium businesses are very successful with their recruitment compared to the large multi nationals and conglomerates.  Could this be because many still have that one to one relationship with their recruitment agency from conception through to completion? 

Being consistent with your chosen recruiter is key.  This tends to be easier for the small company where the head of department or line manager has the relationship with the recruitment agency.  However, things can get messy when multiple HR departments are involved and communication breaks down between department, HR and recruiter. 

At Affilisearch our number one tip to any size of company is don’t keep your recruitment agency and your candidates waiting too long for a response.  This applies at every stage of the recruitment process.  That perfect candidate you interviewed recently might be going to your competitors if you choose not to move quick enough.

Our number one tip is to be clear before you even start the recruitment process.  Have a clear plan of how you expect the process to go and follow it.  If things change or crop up be 100% transparent with your recruitment agency or recruiter.  Don’t leave them and the candidate guessing.

Clear communication all the way is the clearest way to success in recruiting any candidate.  It will also give the candidate and the recruiter faith in your company which will leave a lasting impression.

One bug bear of most recruitment agencies is when clients bombard them when they are desperate, with numerous phone calls for updates several times a day.  However, when the recruitment agency then want feedback on a candidate before or after interview the client cannot be reached for several days or even weeks. 

Remember it has to be a “give” and “take” relationship.  Don’t just contact your recruiter out of desperation, keep them updated, make regular contact be it via email or phone.  Most effective and highly skilled recruitment consultants will fully appreciate your time and dedication.  It shows that one you care and two you are serious. This can also be said for the recruitment agency as well.  It has to work both ways for the end goal to be reached ending in a successful job being offered and clients’ targets being met with ease and little stress and frustration.

So Affilisearch’s number one tip for a successful symbiotic relationship is communication!

Recruitment Agency Versus In-house

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Why you should consider switching to a recruitment agency if you have an ‘in-house’ recruitment solution…

Larger companies may have the luxury of a number of staff, each with their own role, rather than one person who’s chief, cook and bottle-washer. Within companies of such size, it’s quite possible that a HR department nestles, that’s sometimes tasked with the recruitment of new employees. It seems a fair enough expectation, that the people tasked with looking after the company’s people recruit new people. With a knowledge of employee policies and an understanding of what it’s like to work within those four walls, aren’t they – excuse the pun – the best people for the job?

Well, not necessarily, no.

Recruitment, when done properly, is more intricate than it may seem on the surface, and requires many different skill-sets to ensure the best person is chosen for the vacancy in hand. If you’re not convinced by that statement, at least recognise that you need to read on, because the cost of a poor hire could run into the thousands, and cause disruption to customer service and ultimately your brand, not to mention the wasted funds spent on induction, training and development the departing employee never got the chance to use. The morale of your other employees is bound to take a dip too, when they realise they’ve yet again to ‘tighten the ranks’ and shoulder more of the burden than their role and pay cheque rewards them for. Suddenly, the situation can echo rats deserting a sinking ship.

Far better to get the right person for the right role from the off. Which means the drafting of accurate and attractive advertisements, to draw in the best talent. Given that the majority of today’s jobseekers use the internet or their mobiles to find their next position, an understanding of SEO is essential too.

From there, filtering and screening skills are necessary, and very specialist. Reading a batch of near-identical CVs, the agency recruiter has to read between the lines, to ascertain whether that person not only wants the role, is a good fit for the position in terms of skills and experience, but that they project the right image and enthusiasm that sees them slot straight in with the company’s internal culture. It’s definitely a challenge, when shortlisting for interview, to ascertain all that from two pieces of paper.

Then onto the interviewing stage. Intuition, advanced communication skills, and being a good judge of someone’s persona, are essential when seeing people in person; it’s a very different approach to training or assisting people as employees. Much of what is said in an interview is embellished or intended to impress; pinning down someone’s true nature when you’ve just met, and in a short time-frame, is not something everyone could do. It involves an understanding of both psychology and sales, investigative approaches and listening skills.

From a time viewpoint, outsourcing recruitment to an agency not only ensures the right person is hired, under the right terms, effortlessly and effectively, it also allows the HR department, and everyone else under the company’s roof, to focus on what they do best. The time and impact recruitment can have on other operations when recruitment is carried out in-house can be awkward, unnecessary and damaging.

The reach of an agency and methods to secure the best talent are often outside the knowledge and access of in-house recruiters. Agencies’ burgeoning databases of experienced candidates already on the lookout for their next challenge is like a profitable mine ready to be excavated. Particularly of value when it’s a niche role that’s vacant – an agency is highly likely to have just the person a company may spend months looking for, as they have no real idea where to find him/her.

We’ve used a HR department as the example of in-house recruitment, but the point still stands if managers of the position that needs filling try and find the right person themselves. Again, relevant recruiting skills may not be there, and even though a manager can claim to have a good understanding of what the role involves, this can differ greatly from what the outgoing employee thinks is requisite. And they have to recruit their next protégé whilst meeting their own targets and under everyday pressures. It doesn’t sound that effective, does it?

The candidate experience is also a consideration, one that will be automatically addressed by a recruitment agency. Company culture, employee satisfaction and the morale of the workforce may not be tangible things, but do away with them and you can definitely see the impact they have on a business.

The experience, skills, reach, and history of successful placements offered by recruitment agencies are huge benefits too valuable to discount or overlook. To find special people for your company, it takes a special approach. Let your in-house team get on with what they do best and leave recruitment to the experts.

 

Workers unhappy with their work/life balance…

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50% of workers unhappy with their work/life balance…

In an age where flexible working is a recognised perk, and something often granted if requested, one could dare to think that the working life of the humble employee is improving. Coupled with more freedom to work from home, as employers recognise the positive impact on productivity from such a move, and due to advances in technology, you could be forgiven for assuming workers are happier now than perhaps they were ten years ago.

However, a survey by Forward Role Recruitment suggests not. Despite these cultural changes to working hours and location making a real difference to how our working day looks, employees still feel their work/life balance is as out of kilter as it ever was.

Almost half of those surveyed believe they spend too much time at work, with many confessing they feel close to burnout. Whilst digital technology has allowed us more freedom to escape our desks, it has also brought the premise of being – or feeling – available 24/7. Similarly, whilst working from home has undoubtedly helped some people with their childcare challenges, and also helped those with a long commute, it’s also allowed the lines between home and work to blur.

Women fare better than men, saying that they’re happy with their work routine and responsibilities. Perhaps this is due, in part, to women’s ability to multi-task? Maybe not. Polish co-founder of the translation company Wolfestone thinks multi-tasking can actually hinder productivity, as can an insistence that one’s work/life balance is perfect. Her conscious move to focus on one task at a time has seen the success of her business soar.

In contrast, Michael Hayman, co-founder of PR company Seven Hills, makes no effort to separate the two areas of his life. Exercising control over his technology rather than being a slave to it, and ensuring leisure time is pencilled into his packed diary, he feels no unbalance. After all, the best thing about our smartphones, laptops and tablets is that they all come with an ‘off’ button.

Karen Mattison, co-founder of Timewise, believes ‘work/life balance’ is a term that increases the pressure on people striving for something unattainable in this day and age; work/life ‘blend’, she prefers. Though this change of wording may not sound particularly significant, Karen has experience of the assumptions and attitudes that can arise from terminology. She thinks hirers should “stop judging achievement by how many hours are worked, and focus instead on what is delivered”. She adds, “‘Part time’ suffers from negative branding and is often perceived as only taking part responsibility. This is wrong.”

Recruiters’ help is invaluable when it comes to negotiating flexible working, location, and other elements of a candidate’s employment, but ultimately, it’s down to the employee to manage their work/life ‘blend’.

Recruiters haven’t had the best reputation in recent years.

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However, there seems to be somewhat of a revolution happening now in the industry. With bespoke recruiters like Affilisearch now pushing through the noise, and high street recruitment being on the decline, now really is the right time for employers to start using specialist recruitment agencies more than ever!

The role of the recruiter is vastly evolving, as market conditions and societal trends in the industry are fast changing. As far as we are concerned, along with most reputable agencies, it is imperative that we engage with our clients to understand their needs fully and the unique nature of the role for which they are recruiting. The mark of a great recruiter is to use that insight to go out and find the best talent to fill that role.

Gone are the days of high street agencies using CV matching databases that takes all the personality and expertise out of recruitment. Now is the time for the professional recruiter to shine and really show their expert knowledge of the client’s industry and expectations.

With the emergence of social media and websites such as LinkedIn this has also had an impact. From a recruiter’s perspective this has made life easier particularly with attracting people who are not actively looking to change jobs. However, more and more companies are attempting to recruit themselves via these methods, so recruiters will have to remain one step ahead to offer exceptional customer service and professional expertise in order to add value to organisations large and small.