Choosing a specialist recruitment company to work with can be a difficult task. The UK now has almost 28,000 recruitment agencies available, making the options available almost overwhelming.
However, there are a variety of factors to help you narrow down your selection and decide specifically which recruitment partner will work best for you, based on your business and hiring goals.
Why it can be difficult to choose a recruitment partner
You may have previously worked with a recruitment agency in the past that has left you with a negative view of recruiters in general – but this is not the case with all recruiters! We’re well aware of the negative experiences some people may have had in the past, but there are now plenty of specialist recruitment organisations on the market to help you take your business to the next level.
When you’re trying to decide which organisations to shortlist, we’d suggesting considering those with the following:
Although it can seem like a laborious process to review all of these points against each recruitment company you’re considering working with, it’ll save you a lot of time and money in the long run.
What is your organisation looking to achieve?
Before you choose a recruitment partner, it’s best to get the key objectives in place. For example, ask yourself:
From here, you’ll be able to narrow down your shortlist of recruitment agencies available to you, and truly decide how to partner with experts that will add value to your organisation.
How the right recruitment partner can support your EVP
Having a strong EVP (employer brand) in place when hiring is absolutely essential. According to Vervoe, delivering on an EVP can decrease annual employee turnover by almost 70%, and increase new hire commitment by nearly 30%.
When choosing which recruitment company to work with for your hiring needs, it’s important to communicate the importance of your EVP and how you’d like to be positioned as an employer of choice to potential candidates.
Vervoe also states that, “An EVP is manifested in a combination of statements, tangible benefits, and intangible culture”. The recruitment partner you end up partnering with should be able to demonstrate to potential candidates precisely how your organisation delivers on such factors, with strong supporting evidence.
By doing so, candidates will not only have a greater understanding of your business and values, but also what they can genuinely expect from you as an employer if they join your business.
Find out more about how to choose a value-adding recruitment partner
Download our latest report, “Avoiding recruitment burnout: how to determine if a talent partner will add value to your business” to discover how to choose the best fit for your business based on your business goals and hiring objectives.
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