working with recruitment agencies
Regulated, experienced and available as consultants, recruitment agencies have a lot to offer organisations during recruitment, building the workforce and the employer brand at the same time.
As well as having expert knowledge of the recruitment marketplace, agencies can be used on a consultancy basis. Working with an independent recruitment partner, employers can ‘road test’ their employer brand and build their employee value proposition (EVP).
Agencies can use their expertise to help measure the success both of the EVP and existing recruitment practices by ensuring, as outside independent consultants, that organisations can meet candidates’ expectations, and answer questions candidates may ask, unfettered by internal organisational norms.
Complementing their more traditional role of finding candidates, recruitment agencies can also promote an organisation’s employer brand by effectively managing parts of the candidate care programme, such as applicant expectations and rejections (see article 4.11 for more on candidate care programmes).
While there is no specific statutory regulation for labour/hire service providers in Australia, recruitment companies must comply with strict laws that regulate employment as a whole. Randstad goes beyond compliance with the Fair Work Act 2009 in respect of work health and safety, anti-discrimination and equal opportunity, awards and terms and conditions.
The Recruitment and Consulting Services Association (RCSA) is Australia’s leading industry body for talent management and workforce solutions. Its Code for Professional Practice is an integral part of Randstad’s staff induction training and is written into all quality documentation. As a member of the RCSA, Randstad maintains a strong commitment to treating applicants with dignity and respect, and its standardised approach to its recruitment methodology ensures every candidate is assessed on merit.
‘temp to perm’
Many people see temporary work as a springboard to permanent employment. For many businesses, temporary hires are considered a wise decision as you can ‘test’ if the candidate is the right fit for your business before you transition them into a permanent role.
Recruitment agencies will often agree on a reasonable fee for a ‘temp to perm’ solution, so that their costs are covered. It's important to manage your potential 'temp to perm' workers' expectations, so that their future employment is supported rather than hindered.
top tips for working with agencies
- develop a partnership with your agency – the better they know you and your needs the better able they are to help you
- provide a detailed brief on the role to be filled, which preferably includes a visit to your premises
- give your recruitment agency the power to provide honest feedback – it will enable you to create a better EVP
- work with your agency to develop ‘your story’ – the reasons why applicants with the skills you need should join you instead of one of your rivals. Randstad’s own employer brand specialists can help you develop your employer brand
- use your agency to help measure the effectiveness of your recruitment activity.
more articles about: finding candidates
- how do I find the people I need in a challenging marketplace?
- building a resourcing strategy
- setting a competitive salary and benefits package
- flexible work is high on the agenda
- deciding on the right recruitment channel
- creating a balanced and diverse workforce
- challenging times
- the passive candidate
- employee value propositions
- candidate resourcing strategy
- preparing for recruitment
- job and person specifications
- salary and benefit determination
- competency frameworks
- recruitment channels
- creating a job advertisement
- working with recruitment agencies
- methods of recruitment
- managing applications: CVs or application forms?
- the Privacy Act