CHOOSING THE RIGHT RECRUITMENT PARTNER

Transcription

1 CHOOSING THE RIGHT RECRUITMENT PARTNER Chsing the right recruitment partner, wh has the ability t identify thse key individuals, can be critical t business success. Businesses need t generate psitive messages t attract and pen cnversatins with these tp perfrmers. Develping a clse relatinship with the right recruitment agency, building trust, understanding and cmmitment t the pint f advcacy, where yur chsen recruiter has real belief in yur rganizatin, what it stands fr, its culture, eths and values, arms them with the knwledge they need t sell yur brand. This is the first step t enable a gd recruiter t identify and attract the mst talented candidates and pen thse lines f cmmunicatin with the peple yur business needs. Characteristics f Right Recruitment Partner Staff f Yur HR Partner Recruitment - Selectin Rati (%) Spread & Strength Fight against Explitatin Additinal Value The characteristics t lk fr when selecting a recruitment partner begin with reputatin, a gd track recrd and utstanding reputatin in the marketplace fr recruiting high quality candidates at whatever level yu may require speaks fr itself. The fllwing characteristics must be cnsidered befre chsing the best recruitment partner fr yur rganizatin: 1. Staff f yur HR Partner 2. Recruitment- Selectin rati (%) 3. Spread and Strength 4. Fight Against Explitatin 5. Additinal Value

2 STAFFING OF YOUR HR PARTNER One f the best characteristics in finding a right Recruitment Partner is their staff.. Their staff members may be expertise in their respective fields like human resurces, administrative fields, medical staffing, and ffice technlgy staffing. But, we are here t get the best quality talent available fr ur business success. S, the staff must be in accrdance with ur requirement nly. Right kind f staff fr right kind f requirement: Until and unless, yur HR partner des nt have the right kind f staff, yu can nt get the mst suitable candidate fr yur requirement. Fr example, unless yur partner emplys technical staff, engineers and fremen, they will nt be able t surce technical candidates fr yu. They can nt even differentiate between skilled and unskilled candidate. They are in the Pushing business i.e. t push resume via and candidate numbers when yu cme fr the interview. S, be sure that yur HR Partner gives a practical t each candidate befre presenting him r her t yu as per the test designed by yu nly. On Site testing upn Arrival: It must be ensured frm yur partner side that each candidate must be tested after reaching the site. This test, designed by yu, will reveal which recruitment agency is prviding yu higher quality f candidates. Once the candidate starts wrking at the site, it is very difficult t identify which HR agency a wrker cmes frm. Als, after the n-site test, yu must prvide the apprpriate feedback t yur partner s that they can prvide yu better candidates in future. Regular Audit Updates: Audits must be held in regular intervals t ensure that the infrmatin prvided by the agency is accurate and updated.

3 RECRUITMENT- SELECTION) RATIO (%) Anther characteristic in selecting a right recruitment partner is their recruitment- selectin rati. The recruitment selectin rati must be as small as pssible fr a successful selectin trip. If yur HR partner is prviding yu the maximum selectin rati f quality candidates against yur requirement, it means yu have selected the right HR partner fr yur business. T evaluate their perfrmance, yu need t mnitr their activities by fllwing prcess: Track f each selectin trip: Yu must keep track f each selectin trip. Fr example, If yu visit yur partner fr recruiting 100 candidates, and ur partner presents 300 candidates but yu are selected nly40 candidates, then yur trip was a cmplete failure. This means yur partner is nt in the recruitment industry. They are in the Pushing Industry and hence, prviding yu with mre ands mre quantity f candidates. S, yu need t track that they will prvide yu quality candidates in apprpriate numbers. Track f clsing percentage f each trip: Yu must keep track f the clsing percentage f each recruitment trip taken by yu. SPREAD AND STRENGTH Yu must select the HR Partner if they have maximum market presence and pssess maximum market strength amng the ther partners. If they have maximum market share, they will be capable t prvide yu the maximum number f quality candidates. The spread and strength f a right recruitment partner must be determined by the fllwing factrs: Size f India: The ppulatin f India is 1.5 times f the ppulatin f Eurpe. Fr peple with limited incme, traveling frm ne part f the cuntry t the ther can take mre then 4 days. Peple in the nrth part f India are extremely different frm the peple frm the suth part. They have different set f culture, language and fd. Same differences exist in the east and west parts. S, if yur HR partner has maximum market spread and strength, they must be capable t prepare the candidates abut the culture, language and ther amenities f the lcatin they are lcated. Number f lcatins: The best recruitment partner must have ffices r branch in minimum 4 lcatins in different part f the cuntry. It helps them t knw abut culture and language f different areas and help them t prepare the candidate mre perfectly. It helps them in the fllwing areas: This wuld allw them t access different part f India easily, withut making peple travel fr 4 days t get a jb (in which case, mst candidates will nt be interested). If a recruiting partner has ne r tw ffices, they will have n chice but t utsurce yur business t a Sub Agent, which result in explitatin f the candidate.

4 With a gd spread, yur partner will be able t recruit peple frm all ver the cuntry. This will ensure that candidates will nt get tgether and frm unins n the site. FIGHT AGAINST EXPLOITATION Anther mst imprtant characteristic that yur recruitment partner must pssess is Fight against explitatin. A wrker withut the right quality has n chice but t BUY a jb. On the ther hand, the quality candidates need nt t buy a jb. Jbs cme autmatically t them depending upn their skills, experience and qualificatin. S, it is the utmst pririty that yur partner prvides yu the best quality candidate and hence, must fight against their explitatin. Explitatin can be caused if yur partner des nt have wide spread in the market and using sub-agents fr finding the candidates. In this case, the candidate has t pay the charges t yur partner as well as the sub agents as the fees, which lead t explitatin t the candidate and lss f mney. Als, it is nt cnfirmed that yu are getting the quality candidate. The ne way t judge whether yur partner is prviding the quality candidate is that each wrker that reaches yur site must be questined abut the amunt f mney they have paid. This is the best way judge the recruiting partner s level f seriusness twards fighting explitatin. We have a netwrk f 17 ffices which makes ur cmpany mre expensive, less prfitable but still, we are able t fight against explitatin as abut 95% f ur candidates d nt cme frm sub agents.

5 ADDITIONAL VALUE: Staff f yur HR Partner, recruitment- selectin rati, spread and strength f yur partner s market presence and fight against candidate s explitatin are the basic characteristic that each HR partner must pssessed in rder t prvide better quality f service. But the best HR partner is ne wh prvides additinal value t yu in additin t basic services. Here are the few additinal values that can help yu t judge the best HR partner: Hw t ensure that each candidate is Site Ready? - T check whether the candidate is site ready r nt, yu must checked that the candidate must knw abut the basic safety knwledge t prevent frm any kind f injury, camp and cuntry knwledge, familiar with new tls and equipments and must be capable t check their wn wrk with minimal guidance r supervisin. Hw t ensure that the candidate is prductive? - The candidate may have the right qualificatin, experience in the respective filed and skills t perfrm a jb but is he prductive. Yu must be ensured that the candidate prvided by yur partner must be prductive. Fr that, each candidate must be prvided infrmatin n hw t becme mre prductive at wrk and use their skills prperly. Hw des yur agency check the attitude and aptitude f each candidate that they dispatch? - Yu must be aware that whether yur partner is checking the attitude and aptitude f the candidate befre dispatching them. Many agencies run day skill up gradatin camps where they prvide accmmdatin and fd. Attitude and aptitude can nly be assessed via cnstant mnitring. Yu must knw abut this skill up-gradatin camps that yur partner is prviding. I hpe the abve pints give yu a clear idea n what yu may cnsider while selecting r reevaluating yur current recruiting agent. Regular audits will ensure that parameters set by yu are fllwed. Gd luck.