'From Both Sides of the Desk'

ISSUE NO 4 - AUGUST 2004

How to recruit effectively
and get the best result!

The three main options generally available to you for the sourcing of suitable applicants from outside the company are:

• Advertising
• Networking within your industry
• Using a professional recruitment consultant

Advertising

This option has been addressed in our February Newsletter Issue No 2.

Networking

• Make a list of all your competitors or companies in an allied industry.
• By using industry contacts, for example employer groups, suppliers, clients - ascertain the names of individuals who may be suitable candidates for the position on offer. Any approach to individuals who are currently employed will need to be conducted confidentially.
• If the people you contact are not interested, ask them if they can direct you to someone who may be.
• Consult your own staff for referrals

Using a professional recruitment consultant

There are a number of advantages in using professional Recruitment Consultants:

• Confidentiality is guaranteed and this may be a prime consideration if you wish maintain your company’s anonymity. Many applicants also prefer to respond anonymously to advertisements in the first instance. Recruitment consultants facilitate this with assurances of confidentiality.
• Advertisements placed under the recruitment consultant’s logo often attract larger, more varied responses than those carrying a company name. The consultant is also in a position to counter any unfavourable preconceived notions that some job seekers may hold about specific organisations or industries. Such individuals would not have responded to company placed advertisements.
• Some recruitment consultants hold large databases of active job seekers and other potential candidates. This sometimes supplements or eliminates the need for advertising.
• Search assignments can be carried out where appropriate candidates may be scarce or when the company needs a nominated person to be approached by a third party.
• Recruitment consultants carry the burden of screening and interviewing potentially large numbers of applicants, saving you time and subsequently, cost.

Although these services come at a cost, many recruitment consultants back their services with a guarantee of replacement if the applicant proves unsuitable or leaves for performance related reasons within an agreed period of time.

Tips on managing recruitment consultants

• Should you choose to use a recruitment consultant arrange a personal meeting where they can detail their services and charges and you can provide them with a position brief and person specification. Try to avoid telephone briefings as important details (such as the workplace layout and culture), may not be effectively communicated.
• The consultancy with the highest profile will not always be the most appropriate for your needs and you may require one who specialises in specific industries such as computing or engineering.
• Allow the consultant to advise you on aspects of the position description and person specification you may not have considered.
• Ask the consultant to provide you with a written understanding of:
• The assignment and results they have agreed to produce.
• The costs and payment details. These may include an up front fee followed by progress payments, or a one off fee on completion of the assignment. You will normally be expected to pay for any advertising.
• The conditions surrounding any guarantee of replacement. For example, you may be required to pay the account in full within a specified time frame.
• Your prior approval of the costs, wording and location of any advertisements, which the consultant may place on your behalf.
• Discuss any concerns you may have about using their services. For example if the consultant appears to have a very demanding workload, will they be able to provide the service you require?
• Be sure to ascertain the individual with whom you will be dealing and that they will be available for the whole of the assignment.
• Ask the consultant for the names of other companies they have worked for and conduct your own reference check of the consultant.
• Maintain contact. If you find the consultant is tardy in communicating progress it may be because there is none. Initiate regular contact and ask for progress reports.
• and always remember - they are working for YOU!

- A Recruitment Thought for the Month -

'Most of us never recognise opportunity until it goes to work in our competitors business'

P. L. Andarr

'From Both Sides of the Desk' - written by Roger W Hilton and Les Brandis in a unique style, that allows both the employer andjob seeker to simultaneously look over each others shoulder - allowing each to better understand the motives and strategies of the other. . . . read more >>>

Roger W Hilton
Principal
Hilton Consulting Group P/L
Ph: (02) 9957 1513
Fax: (02) 9954 4528

Designed By enflexion

Terms of Use | Privacy | Copyright