Have you ever interacted with a recruitment agency and understood how and why their process benefits your business requirements?
To have the right partnership in place, you need to know that they will be looking out for you, not forcing their people through the process that are not the right fit. This is a guide to help you see what you should be looking for in an agency as a partner to your business needs:
1. Knows your company:
Good: Knows the industry and size of your company and will target the right candidate – to make sure they will be the right fit they'll vet the candidate appropriately.
Bad: Hasn't taken the time to meet with managers or get to know you or the company; they are too focused on getting the next candidate or client to partner with.
2. Understands your business needs:
Good: Understands where your business needs lay and is a true partner with what you are trying to accomplish.
Bad: Doesn't take the time to know what your business goals are and worries more about what they will receive in revenue than finding the right candidate.
3. Always trying to get better:
Good: Takes time to meet with you to go over your needs and seeks feedback after interviews to ensure they are targeting the right pool of candidates.
Bad: Puts the same type of candidate in front of you after you have said no and doesn't understand why you continue to say no plus continuously has excuses on why things are not a success.
4. They listen:
Good: Takes time to hear what you want and need, doesn't put pressure on you to make rash decisions but sets up timetables to get adequate feedback.
Bad: Asks the same questions and will find short cuts on getting you the right candidate because they are pushing too many candidates to you that do not fit your needs.
5. They're a subject matter expert in their field:
Good: Can speak about what you need by knowing the industry you are in and can break down a position to find you the right candidate.
Bad: Works across all skill sets and doesn't really understand what they are recruiting on which in return will give you the wrong types of candidates.
6. You can rely solely on them:
Good: They will deliver the candidates in the timeframe they committed to and they know what you need as a business.
Bad: They will waver in their commitments, they have erratic success with you and they rarely keep you up to date with their progress and results.
7. They will follow the process that was promised to you:
Good: They will stick to their vetting process and will not skip steps which would lower the bar on the quality of candidate for you.
Bad: They don't meet with their candidates, they do not perform reference checks and they just send you a high volume amount of candidates so you can do the screening instead of them.
8. They separate themselves by supplying a higher caliber of candidates:
Good: Always exceed your expectations on the candidates they supply.
Bad: They are delivering the same candidates that have applied on their own or they supply candidates that you have already seen through recycling of candidates or through other agencies.
9. They're an ethical company:
Good: The candidate that is supplied has the exact same experience as the resume advertises and they educate the candidate about your company to make sure they are walking into a role they really are excited about.
Bad: They will misrepresent candidates by adding experience that is not accurate and they will coach the candidate to say things that are not accurate to their experience.
Good: Is in contact with you the right amount of time but not disrespectful and annoying.
Bad: Is too aggressive at the point of calling your managers 7 to 9 times a day to try to get more business or feedback.
Hiring the right employees can make or break your business. Employee recruitment is about managing stress, as you will constantly be judged on your selection, and you obviously cannot please everybody in your organization.
However, there are certain rules that you can use to hire the right employee for your business every time:
1. Look for Someone with a Commitment to Their Career
A person committed to his or her career is the candidate you want to hire. You don't want to hire an employee who switches careers or jobs frequently, just to get a higher salary. If a candidate is not loyal to any company, hiring this person could definitely be a problem for your business.
Always check the candidate's previous job duration and if he or she is switching jobs constantly, this is definitely not the right person for the job.
2. Test for Excellent Learning and Analytical Skills
Try to use different methodologies to assess the learning and analytical skills of your candidates. Testing candidates might be tricky, but don't evaluate candidates merely on the basis of their resume and their confidence because a resume can contain lies.
A candidate with confidence is great, but what you really want is a candidate that has the right skills and educational requirements. Satish Bakhda from Rikvin.com believes that a candidate with confidence is great, but what you really want is a candidate that has the right skills and educational requirements.
3. Check Compatibility
You want to find an employee that will fit in with your company's culture. Check whether the candidate has social skills to get along with others, especially with current employees and managers. Ask how he or she is managing current business clients to judge compatibility skills.
Remember, willingness is one of the primary things a candidate must possess to work with you. And if a person cannot get along with his or her current clients or previous bosses, it's not such a great idea to hire that candidate.
4. Keep Improving Your Hiring Process
Whether you are hiring employees for a big organization or looking for some potential candidates to build your start-up, the hiring process is the first and foremost factor you need to focus on. Make sure you are following these steps in your hiring process:
Instead of asking magic bullet questions or irrelevant questions, you always need to focus on getting to know the capabilities, knowledge, skills, confidence, attitude, and potential of the candidate.
When you advertise job vacancies for your company, make sure that all the job requirements such as responsibilities, required education, experience, knowledge, and skills are clearly mentioned. It will help you in evaluating candidates and attracting applicants that fulfill all of your responsibilities and requirements.
It's also a good idea to involve other people in the evaluation process, since more opinions can lead to finding the right hire.
5. Don't Forget to Hire Interns
People may disagree, but this is one of the best ways to hire the right employee for your business. You know all of their strengths, weaknesses, skills, knowledge, attitudes, behavior, confidence levels, and even practical evidence of work. What else do you need to know?
You've already done the hard work in picking an intern, so why not hire from this potential pool when looking to fill permanent positions?
6. Get Social with the Candidates
Asking personal questions won't get you anywhere, and could be awkward and uncomfortable for both parties. Rather, you or your human resources team should be analyzing the candidates' presence on social media. This can be a great strategy, especially if you want to hire employees for tech businesses.
7. Work with the Correct Recruitment Company
Always work with a recruitment agency that knows your industry and the size of your company, which results in their targeting the right candidate, ensuring the right fit and vetting the candidate appropriately.