Outsourcing your recruitment is a common practice today. Small companies and corporates try to save time and resources by delegating their recruitment processes to third-party providers i.e. recruitment agencies. However, choosing the right provider can be a daunting task. This is made all the more tricky when many options are available in the market. Let’s share some key things to consider when selecting the right outsourced recruiter for your company.
1. Expertise
The first factor to consider is the recruitment agency’s expertise.
Recruitment is a complex process that requires a deep understanding of the job market, the industry, and your company’s specific needs.
A good outsourced recruitment provider should have a team of experts who are knowledgeable about the latest recruitment trends and techniques. They should also have experience recruiting for the specific roles and industries your company is hiring for. However, even more importantly, they should understand where your company is at the moment regarding your existing hiring process.
What has worked well so far?
And also, what hasn’t worked so well?
They should be experts in hiring for small businesses as there are some wide-ranging differences between the bums-on-seats approach of many larger companies and what your team needs right now.
An outsourced recruitment partner should be able to get into the mindset of the growing company and business owner.
If they don’t, then they’ll be more likely to send you CVs of people who can do the job on paper but may be unlikely to add to your company culture as you grow.
2. Reputation
The reputation of the outsourced recruitment provider is also an important factor to consider.
A reputable provider will have a track record of delivering quality candidates and excellent service to smaller businesses like yours. The larger CV-focused recruiters will be more likely to send you a good candidate- and anyone else they hope will pay them a fee.
You can check the recruiter’s website and social media profiles to read reviews and testimonials from previous clients. You can also ask for referrals from other organisations that have used the provider’s services.
3. Cost
While outsourcing recruitment can save organisations time and resources, it is also important to consider the cost.
Some providers charge a flat fee, while others charge a percentage of the candidate’s salary.
Choosing an outsourced recruitment provider that offers transparent pricing and does not have hidden costs is important. You should also consider the cost-benefit analysis of outsourcing recruitment versus doing it in-house.
Some providers, like Your People Partners, have an option for you to split the fee across three, six, nine or twelve months. We appreciate this is not a transaction that should be headed into lightly, and a partnership approach filters into how we charge our fee also.
4. Technology
The use of technology in recruitment has become increasingly important in recent years. A good outsourcing recruitment provider should have the latest recruitment software and tools to streamline the recruitment process. This includes applicant tracking systems, video interviewing software, and AI-powered tools for screening and shortlisting candidates. The provider should also have a user-friendly platform that allows organisations to track the progress of their recruitment process.
5. Communication
Communication is key in any business relationship, and outsourcing recruitment is no exception. The provider should have a clear and open communication system that allows for regular updates and feedback. They should also be responsive to any queries or concerns that the organisation may have. You can test the provider’s communication skills by scheduling a call or meeting before signing the contract.
6. Flexibility
Organisations have different recruitment needs and timelines, and a good outsourcing recruitment provider should be flexible enough to accommodate these needs. They should be able to customise their services to meet the specific requirements of the organisation. This includes the ability to scale up or down depending on the volume of recruitment needed.
7. Cultural Fit
Choosing a provider that aligns with your company’s culture and values is important. The recruiter will be representing your company to potential candidates. Never underestimate this! It is important that they understand and embody the organisation’s culture. This includes factors such as diversity and inclusion, corporate social responsibility, and ethics.
If they’re very ‘recruiter-y’ and basically only care about their own pay packet, they will not be as invested as a team of people who focus more on customer service than money.
8. Guarantees
Make sure your selected outsourced recruitment partner has a guarantee that works for you.
The right partner will not underestimate the financial and time investment that is needed to hire well for you. They will also fully comprehend the risk of hiring into a small company. Get it wrong, and you cannot hide the new person in another office and hope that they’ll show up 50% of the time. Hiring the wrong person has a far greater impact on small teams than in a corporate.
Our guarantees are here to remove the risk and so find a team of recruiters who give you the same.
Our primary guarantee is that we will hire for the vacancy again should the person you selected leave in the first 12 months of their employment. You may ask them to leave, or they may realise it’s not for them, or be relocating. For any reason, you get 12 months’ Peace of Mind, an industry-leading guarantee.
Conclusion
Outsourcing recruitment can be a strategic move for organisations looking to save time and resources. However, choosing the right provider is crucial to the success of the recruitment process. When choosing a provider, consider factors such as expertise, reputation, cost, technology, communication, flexibility, and cultural fit. With the right provider, organisations can streamline their recruitment process and find the best candidates for their needs.
Looking for recruitment partners who go beyond filling positions? Look no further than Your People Partners! Let us take the hassle and stress out of hiring, so you can focus on growing your business. Trust Your People Partners to place the best team members for your brand’s success.
