This awareness, along with the fact that it’s employee’s marketplace right now – admittedly the dominant feature of many sectors of the modern economy – enhance the importance of the recruitment process. Why is it worth entrusting the acquisition of candidates to professional partners then?
Companies responsible for staff sourcing keep running recruitment processes non-stop, which allows their consultants to specialise in this particular area of HR. Every single day, they make sure clients hit those talented individuals who match their requirements. They can boast of being clued up on the market reality to a much greater extent than individual organisations, given the scale of their operations.
So for example, if a client wishes to hire an accountant or sales specialist, by turning on a renowned recruitment agency, they can be sure they’re dealing with a partner who’s already been able to find candidates for these specific positions several times. The experience and knowledge thus gained about the people interested in changing their jobs are priceless from the point of view of a company looking for the appropriate employee.
Exact hiring formula
If a company holds one recruitment for a given position during a year, its visual field is by definition considerably more restricted. By opting to run the recruitment process individually, an organisation needs to anticipate a limited number of candidates responding to its job offer. It won’t have access to other potentially interested people.
Such a restriction does not concern companies dealing with personal consulting. Especially large organisations have at their disposal extensive databases of candidates, and a specific knowledge about the history of their recruitment, their professional status, and their work expectations. Thanks to this, a given offer reaches people who meet the requirements set by a prospective employer, and they can become interested in taking up a new career challenge. Clearly, the companies that lack this particular know-how to a large extent reach ‘casual’ candidates deficient in the required skills and qualifications. This results in a large number of applications that do not match the profile of a specific position.
Organisations just entering a market benefit from cooperating with a personal consulting agency. These could be foreign businesses wanting to set up a Polish branch, or domestic start-ups. In such situations, the recruitment company enjoys a major advantage over its client, as it can step-by-step take them through the recruitment process, which – given the lack of necessary experience, or their ignorance about the local market – is something that the person has never dealt with before.
And experienced recruiters make the best client ambassadors – primarily in the case of clients who are not instantly recognisable on the Polish market. The company in charge of recruitment gets involved in building the client’s brand: it educates their potential employees about the basic activity of the entity it represents and makes sure that only factual information is conveyed about its plans related to its growth in Poland.
Running the recruitment process is also a time-consuming activity; it engages the resources of HR departments that can be assigned to other tasks. Effective recruitment requires getting to know several applications, carrying out their thorough analysis, holding professional meetings with candidates, and doing the right selection. Outsourcing the recruitment process safeguards the feeling of comfort to HR departments, and consequently to the entire company. Instead of a pile of documents, the people in charge of staffing policies receive carefully selected applications and meet only those few people who best meet the requirements set for a given position.
The assessment of such matching is carried out by a properly trained recruiter who has extensive knowledge on the currently available candidates, as well as on the client themselves.
Cooperation with a recruitment agency is also the obvious choice in a situation where an organisation doesn’t want to spread the word that it’s looking for candidates. The opening of the recruitment process could be a signal sent out to the market, but as well to its rivals, which the company does not wish to know about its recruitment. In this case, collaboration with an external partner can ensure not only the acquisition of an optimal employee, but also safeguard discretion, which is so essential in specific situations.
The recruitment process ought to be entrusted to partners who are able to guarantee an adequate level of services. Best-in-class companies offer comprehensive management of the recruitment process, from defining the profile of the candidate to the identification of candidates on the market; meeting them; assessing their skills, competences and motivation; right through to arranging client-candidate meetings. Successful cooperation frequently leads to a consultant doing his or her job at the client’s office. This, in turn, proves the significant trust that professional personal consulting agencies enjoy. Their role in an era of stiff competition aimed at targeting employees could grow dynamically in the near future.