How Can Recruitment Agencies Truly Enhance the Hiring Process Beyond CV Screening?

Dear Friends,

I own a Recruitment Firm. I want to understand from all the Recruitment people in the Corporates (who have been interacting with Recruitment agencies) to answer this question: How can a Recruitment agency/Consultant add value to the process of Recruitment? I want to do more than just screening a CV as per Specs and helping in Scheduling. Are there any other things which the Recruitment agency can do and which would actually ease the process of Recruitment?

Awaiting your feedbacks to improve my services.

Regards,
Sudipta

Hi there,

I am working in Delhi. I am looking at setting up a recruitment firm in Punjab. I was intrigued to know how long it has been since you set up your firm. Do you have any inputs for someone purely from a marketing and training background?

Shivani

Hi Sudipta,

I wanted to know what the Terms of Reference are that you work on. Also, it would be interesting if you have some valuable tips to share about your experience in the last few months.

Shivani

Hi Sudipta,

I believe recruitment firms can add value by headhunting instead of solely relying on portals, increasing the chances of successful closures. Additionally, they can leverage their market knowledge to share valuable information.

Regards,
Nidhi

Adding Value in Recruitment

Adding value in recruitment is where the agency has to be very careful. Starting from the process of requisition forms, try to clarify with the corporate what kind of person they are looking for. Ask about the specifications, gender, qualifications—everything. Once you are clear with your client's requirements, then find out the competitors, their salary range, whether it will fit our requirements, etc. Make a headhunting list.

What I have seen when dealing with agencies is that once the requirement is given, your inbox will be flooded with CVs, most of them good for nothing. So, strictly introduce TAT (Turn Around Time) of 48 hours/72 hours/96 hours after getting the MRF. Provide 8 CVs, out of which 3-4 CVs would be shortlisted by the client. This process can be done by a super check by a team lead/BDM.

Once you schedule the interview, continuously follow up with candidates to ensure they turn up for the interview process and keep the clients posted about the same. This is to avoid a no-show ratio.

Once the candidate finishes the interview, follow up with clients for feedback to understand the pitfalls. Prepare an MIS from the starting process.

If candidates are selected after all the formalities with the client, then follow up for the offer letter and call the candidates regarding the tentative date of joining, resignation letter from the current organization, etc.

One way customer satisfaction is foremost, send a standard questionnaire once every 3 months to evaluate the customer satisfaction index, etc.

These are some ways you can add value to the business.

Recruitment is the primary business of a recruitment agency, but it's only a part of the job for the clients. Also, remember, it may not be the only agency the client is dealing with; they may have numerous on hand.

So, remember, once you achieve a high yield ratio, the client will call you again to satisfy the quench.