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Human4Human Recruitment is a recruitment agency founded on the fundamental value of the recruitment process - working in service to PEOPLE.
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The contemporary job market poses many challenges for employers, including the need to find suitable candidates for specialized positions. Old methods are ineffective, and new ones lack trust. So, how do you conduct an effective recruitment process? How do you find an engaged, honest, and loyal Candidate who will be ready to grow with your company for years?
How to Choose the Right Recruitment Services Provider?
It is worth considering the support of a professional recruitment agency with the knowledge, experience, and resources to carry out searches in a specific industry. However, just like recruiting a Candidate, choosing the right recruitment services provider can be a daunting task. In this article, as the Human4Human Recruitment agency, we present key criteria for evaluating such a provider and provide advice on assessing agency professionalism.
CRITERIA FOR EVALUATING RECRUITMENT SERVICES PROVIDERS
- Experience and Specialization
When choosing a recruitment agency, it is crucial to confirm that the agency has a deep understanding of your industry. The agency should have knowledge of the job market, recruitment trends, and skills sought in your industry, and even speak industry jargon. Ask about past projects and references to ensure that the agency has documented successes in recruiting in your sector. Specialization allows the agency to find a well-suited employee for your needs more efficiently, thanks to its knowledge of the sector's specifics and its previously built network of contacts. Choose a provider with documented achievements and knowledge related to recruitment in your sector and relationships with representatives in your field. Pay attention to the communication of the agency representative; it is an important quality indicator.
Ask about:
- Results of previous recruitments,
- Presentation of documented case studies,
- References from other employers in the industry,
- Recruitment strategy tailored to your needs,
- Names of companies, regions, and methods from which the agency would start the search.
- Work Methodology
Starting with the verification of formalities, you can easily determine whether the agency operates legally, including whether it is registered in the National Register of Employment Agencies, which results from the law regulating the activity of this sector, and whether it has appropriate GDPR procedures (they should be on its website and in the footer of each email). A professional recruitment agency should have a well-developed recruitment process that ensures reaching a broad pool of Candidates and enables you to choose the best ones. Also, check if the agency has proper procedures for checking references, verifying skills, and potential of Candidates. Check if the agency's proposed strategy is well-organized and if the sources of Candidates are applicable to your industry. If they are the same steps you have been using, then the likelihood of success will be lower. Recruitment is not a lottery; you cannot rely on luck that "someone will come up." Recruitment requires strategy planning and control of its implementation.
Ask about:
- Specific steps to be taken to find the best Candidate for you,
- How the agency identifies and attracts potential employees,
- Modern tools and technologies used in the Candidate sourcing process (compare with those used previously),
- Criteria that recruiters will use as benchmarks during Candidate selection for you.
- Resources and Network
A recruitment agency should have sufficient resources and an extensive network that allow for effective Candidate sourcing. From your perspective, it is best to work with recruiters from a business background or with at least 3 years of experience in serving your sector because they have a better chance of understanding your needs. You may require the appointment of a contract guardian or dedicated headhunter with whom you will cooperate. Also, learn about the number of processes the recruiter is currently involved in. It is not worth believing assurances that they will work only for you – consultants handling fewer than 4 processes concurrently are unprofitable for the agency. It is also important whether the agency has access to various Candidate sourcing channels, such as databases, social media, industry portals, etc. Professional specialized recruitment agencies also participate in industry events and willingly share industry knowledge.
Ask about:
- The size of the recruitment team that will conduct searches for you,
- Availability of recruitment specialists, their education, experience, and the scope of their competencies – treat them almost like your employees,
- Detailed scope of services provided (e.g., whether the agency will develop a job description for you),
- Associations or associations to which the agency belongs,
- Training, trade shows, conferences, and other industry events in which the dedicated team has recently participated.
- Transparency and Communication
A recruitment agency should maintain transparent relationships with the Partner and regularly inform you about the process. Typically, the external provider should take the initiative to identify a contact person and suggest a way to report progress through regular phone calls, video meetings, email reports, or online forms. It is essential that you are informed about progress, receive reports, can make comments and suggestions, and have access to data whenever you need it. Also, verify to what extent the agency is willing to adapt to your individual preferences and needs. Not everything can be predicted at the beginning of the cooperation, so an open and supportive attitude is something worth paying attention to.
Ask about:
- Frequency and form of reporting,
- Contact persons and communication methods,
- Data storage and remote access to resources within the ongoing process.
- Effectiveness and Success Indicators
A recruitment agency should present specific success indicators, such as the average time to fill vacancies, the ratio of successful recruitments, or customer satisfaction rates. It is important to check references and opinions from other companies that have used the services of the recruitment agency. Ask for recommendations and read online reviews. This will help you assess the reputation and effectiveness of the provider.
Ask about:
- Results achieved by the agency in previous projects,
- Blind CVs – anonymous profiles of Candidates available to the agency for verifying the effectiveness of reaching the right employees,
- Contact references to industry professionals,
- Procedures ensuring the quality and durability of conducted recruitments,
- Warranty conditions in case of an unsuccessful recruitment process ("guarantee").
Choosing the right recruitment services provider is an important decision that can have a significant impact on the development of your business. Carefully evaluate your potential Partners, remembering criteria such as experience, specialization, resources, recruitment methodology, and references. During the conversation with the agency, pay attention to understanding your needs and the professionalism of the representative. A thoughtful approach and thorough assessment will help you find a recruitment partner who will help you build a strong team suitable for achieving success in business. Collaboration with a professional recruitment agency can bring benefits such as shortening the time to find the best talent and increasing the efficiency of the recruitment process.
By Maria Kasperkiewicz
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