I have met many an enterprise, many a professional who are not overly enthused at the thought of using a recruitment firm. Often viewed as a necessary 'evil', recruitment plays a key part in commerce, the growth of the economy and the welfare of ordinary men and women available for work. However for first-timers or consistent users, recruiters are rarely viewed positively. There are bodies, associations and a variety of authorities set-up to bring pressure to bear so that this image is improved; that codes of practice are implemented and adhered to in order to protect the client, candidate and indeed the agency.
My advice is to use a recruiter; just as a 'good recruiter' will apply professional due diligence over your credentials, you MUST do exactly the same! Not only on the firm that has the role that you seek, but the consultant that 'owns' the role and is representing you as their or to their client.
Many recruitment firms are driven by the need to generate FEES. Of course they're in business to make money, but sometimes this takes precedence over ensuring that the said 'best practice' is applied on your behalf.
Here are three questions that you need have in your tool bag before and when engaging with a recruiter and recruitment firm.
If they are not, your confidential information may not be in secure hands. It is not unusual for your CV/resume to be banded about and shared with other recruiters from other firms unknown to you. In such cases these firms could be operating a 'split fee' agreement. This is where a percentage split is agreed between who 'owns' the client and who is representing you the candidate! If it's a 'must-have' competitive role, it will encourage the 'fastest finger' first principle! In such cases your best interests as a candidate and a client could be overlooked.
Should the role be exclusive; it may fall into a retained SEARCH category as opposed to contingent. If it is the former, it would be expected that the consultant representing the client will go the extra mile to meet you in person (in such cases you may have been Head-hunted), be meticulous in the appraisal of your credentials and provide you with a thorough brief on the client. Source of Success would suggest even if it is contingent, that whether you are a client or a candidate you must if possible and practicable REQUEST to meet the recruiter and apply the same examination in reverse. For you the client, filling the role could be business critical; and for you the candidate, landing this role could make all the difference to your career and or domestic goals. S.O.S Star Tip; remember the relationship works both ways.
A good recruiter won't just accept the role brief or career summary as-is if they indeed pride themselves on being an 'expert' in their field of operation. Just like a legal professional, they will do their utmost to ensure that the devil in the detail is applied to magnify your window of success. The smallest of detail could make all the difference between securing that professional human capital that meets all areas of your company's business objectives, or attracting the hiring decision authority to your 'CAPABILITY STATEMENT' as opposed to your competition. Source of Success would awaken you to the idea that a good recruiter even under pressure will make absolutely certain that haste will not compromise professionalism. If they're in a hurry or too accepting; BEWARE!
Above are just three important questions you should consider if you choose to engage with a recruitment firm. A final S.O.S Star Tip; once you have secured that professional for your firm or landed that sought after career move - is there any 'post-placement' service provision available? Once again a good recruitment firm and recruiter will be fully aware and well versed in the value of long-term relationship building.
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We work with experts in and around our local area to provide useful information relating to careers advice - we hope you will find these articles to be helpful. You can view our news news archive here
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