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Decisions, decisions – do you recruit for yourself or utilise the services of a recruitment consultant?
The Pros
1. It saves you time and time is money. Isn’t your time and that of your employees better spent on performing functions which focus on your core business and your area of expertise?
2. Consultants are familiar with the tools and resources available and the processes to follow by law. This is what we do all day everyday and it is what we are good at! A good consultancy will have tools and systems set up within the business to ensure that the process from placing an ad on SEEK through to your new employee’s first day is smooth and efficient. In addition, a good consultant will make sure that all legal requirements in relation to the recruitment process are met.
3. We have contacts within the industries and an existing database of job seekers. We may already have your perfect person on our books or know of someone who may have the skill set, experience and personality to fit right in to your business, without even needing to advertise for the role.
4. Guarantee periods and money back guarantees. Most consultancies offer a guarantee period to replace an employee- the standard being 90 days if your employee does not work out. Recruit NZ offers this as well as recently introducing a money back guarantee for clients if we have not found a suitable replacement after 2 months. We stand by our word and the quality of service we provide!
The Cons
1. The cost of using a recruitment consultancy. We all know consultants charge a fee and some higher than others. What you do need to think about is the cost of using this external person to take care of the recruitment process for you versus the cost of you being out of the business and doing it all yourself. You may be surprised how much time recruitment does take (especially in the current market with hundreds of applicants responding to every vacancy advert), and if this is not your forte then it can make for a very long process!
2. “But I didn’t really like my last Consultant....” Well go and shop around! Call a few consultancies and speak with them about how they work, ask them to come and meet with you so you can get a feel for the consultant you will be working with. If you do not get along with them-do not work with them!! This person is selling your business and your brand to potential employees. You must work with someone you can communicate with, build a rapport with and who is genuinely interested in your business.
3. Losing control when not managing the recruitment process. A number of clients in the past have mentioned to me they feel they lose control of what is going on with the process when they are dealing with a consultancy. There are ways around this and the first step is to communicate your expectations with the consultant. You can ask to see an advertisement before it is loaded onto SEEK or any other media to ensure you are happy with it. Ask for weekly updates via email or a phone call- you can find out the number of applicants, the calibre and background, and any feedback they have received on the advertised role.
If you have any other questions about these pros and cons or if you just want to have a chat about your current staffing situation then feel free to give me a call in the office 280-3977
Are you thinking about recruiting in the New Year? Tanya Gray, Managing Director at Recruit NZ gives you practical tips to facilitate the process, to set you apart from the competition and to remind you of the benefits of building your team from within:
1. Widen the scope of your advertising – have been using the same old website you have been using the past 5 years? How about expanding your candidate search via social networking sites and job boards such as SEEK - there are a lot of great people out there looking for work at the moment.
2. Think about flexibility and work/life balance - we all know now that it is one of the most important factors that influence candidates when they are seeking new roles. What does your company offer to entice those seeking flexibility and what can you change to set yourself apart from your competition?
3. Job share options - is this something you have considered before? Perhaps you could have 2 great part time people working on that full time role you are advertising. Two minds can be better than one in some positions and can work very well in some businesses if set up correctly.
4. Think about an employee incentive programme - these can be used not only to increase your business sales but to find other great employees for your team. You never know who your employees know and it could be someone that would be perfect for your business.
5. Look in before you look out - you may have a member on the team that is ready for the next step up in the business. Taking the time to provide any required training may be faster and more cost effective than recruiting a new person into the business at that particular level. Doing this will then create a vacancy at the lower level - which may be easier to fill.
Contact Tanya on
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or phone: (09) 280 3877 for further information
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