So What Could Recruiters Do Better?

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So What Could Recruiters Do Better?

Posted on April 26, 2012 | Posted in Uncategorized

What can Recruitment Agencies do better? The Survey results.

Here at Wote St Employment Bureau we understand that Recruitment Agencies often have a bad reputation for placing people just for the commission. So we thought we’d take the bull by the horns and ask our Client database exactly what they thought.

Risky we know, but how else can we learn if not from mistakes and listening to our customers?

We thought we would start with a bold question:-

What do you find most annoying thing about our industry?

The constant sales calls	0%
They don’t deliver what they promise	0%
They don’t understand my business requirements	33.3%
They don’t offer value for money	33.3%
They just download CVs from job boards and charge me for the pleasure	33.3%

The surprising part about this question, was that no-one sited the cold calling. However, it is shocking that so many companies feel that Recruiters just don’t understand the requirements of their Clients.

How do you use recruitment services?

As a contingency plan – mainly temporary workers	33.3%
To recruit permanent members of staff	66.7%
To gain from their expertise in the staffing market	0%
To outsource our recruiting	0%
We don’t use them	0%

This shows that companies tend to only use Recruiters for recruiting – this may sound daft, but we do have a range of other skills that can be utilised – often for free. Maybe, Clients and Recruiters need to understand each other a little more.

If you use temporary workers, what is the most important quality in a temporary worker?

Flexibility	0%
Punctuality	0%
Ability to do the required task	100%
Able to follow instruction	0%
Positive attitude	0%

The unanimous vote for “Ability to do the required task” shows that Clients aren’t looking for a willingness to attempt the job in temporary workers, but people who can hit the floor running and get on with the task at hand.

When using a recruitment service for permanent placements, which is the deciding factor?

Price	33%
Breadth of candidate pool	0%
Understanding of your recruitment requirements	66.7%
Dealing with someone you like	0%

Price is obviously a consideration in these economic circumstances, but Recruiters really do need to understand the Client’s requirements and expectations.

Temp to Perm is a scenario where you are able to offer a temporary worker a permanent position providing certain conditions are met. How do you view this service?

It allows you to “try before you buy”	20%
It sorts out any problems before they become a permanent member of staff	40%
People don’t commit as they think it’s only a temporary job	20%
It’s too expensive – you feel like you pay twice	0%
We have never used a service like this	20%

It’s reassuring to know that people view this service as a valuable way of ensuring that new members of staff fit well with their teams and can prove that they are able to do the job before committing to a permanent contract. What is a little worrying is the 20% of Clients who feel temporary workers don’t give as much commitment.

Conclusion

We think it’s fair to say that Recruiters definitely need to make sure they not only understand their Clients’ requirements, but that the Client feels that the understanding is there. We need to fine tune our listening skills and communicate back what has been understood and that it has been interpreted correctly.

So maybe we need to talk more to each other. The first question shows that sales calls aren’t as annoying as we may think they are and if they offer an insight or value, why should they be? Most recipients used Agencies for permanent recruitment, therefore, there should be time to build a communicative relationship, to fine tune expectations and the understanding of these. Ultimately, we all just want to be understood.