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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 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?

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?

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 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’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.