We hear you. The market is awash with recruitment agencies, all vying for your business. And you’ve got to be careful about who you trust – because when someone recruits on your behalf, they represent your company's brand. Which is why you’ve got to work with the best.
Of course, for the recruiter-client relationship to be super successful, it’s a two-way street. In other words, we can make one anther’s jobs a whole lot easier.
You want the best person for your business and while every recruiter worth their salt will spend time getting to know what you need and what you stand for, you can take away the guesswork with a damn good brief. Include:
Make the best choice, for YOU: Choosing the wrong recruitment agency can be hugely frustrating (not to mention time consuming and costly – yikes!) So before you make that call, you need to think about a recruiter’s overall suitability.
Write a killer job spec: Looking for the right hire is a thankless job if you’re not clear about what it is you’re looking for – or what the ‘right hire’ is actually going to be doing. When you pen the all-important job spec, you need to give key details about:
Communication is crucial: Great recruiters (like us) never give your candidates a chance to lose interest. We know that if you want them, other people will want them too, so we keep in contact. But communication is just as important from you guys. If anything changes or causes delays, just let us know.
Wow. Recruiters are great, aren’t they? Well, we certainly think so. And hopefully, after reading our how-to guide, you have a much better idea of how to get the best out of them (us).
An analysis spanning multiple UK industries found that over 90% of workers in the UK experience workplace
stress, with workload, job insecurity and conflict with colleagues and managers among the most common
causes. Stress or demotivation at work can aggravate employees' pre-existing physical and mental health
conditions and affect their lives outside of work too.
A job interview is the most important step in the recruitment process, and you’ll want to create a positive
interview experience for all candidates, whether or not they are successful. A recent LinkedIn survey found that
83 per cent of candidates would change their mind about a role due to an unsatisfactory interview, while 87 per
cent of candidates reported that a positive interview experience would make them more likely to accept the job.