Cost and time to hire is the most important factor to consider when looking at your recruitment agency and should be the main focus of your evaluation process.
When reviewing this metric, you should look at the average fee per business division you are hiring, rather than the overall rate across your business. For example, if you are recruiting in sales, you should look at the average rate for this department and then do the same for the rest of the company.
When it comes to hiring, it's important to look at it from that perspective the vacancy is reported, as well as several other metrics.
You should also take into account the ratio between briefing and shortlisting, briefing to submission of CV - you need to measure all these things to find out which agencies take into account the speed of delivery.
It also requires an internal review because if your agency submits a CV within twenty-four hours, but your recruiting manager only responds after two weeks, you face a lot of problems in a competitive market.
Along with the cost and time of hiring, you should focus on submitting a CV to interview ratio to determine if your agency offers you a good range of standard candidates. Ideally, you would be looking for at least fifty percent CV to interview rate.
Obviously, the best recruiters will be able to reach a hundred percent but if you get a ratio lower than twenty-five percent, then you are facing a real problem. If this number is low in the first few days, do not rush to change agencies, as your new agency may take some time to get used to your specific requirements.
You need to take a qualitative approach to review the overall hiring process and keep accurate records at this stage. Even an instant Survey Monkey review aimed at candidates who have been through your recruiting process will bring up a lot of useful information to inform you of future activities.
Finding out why offers have been rejected will help identify downsides to this process or help identify whether candidates are dissatisfied on factors such as salary expectations. This is something that companies should check both routinely and after every recruitment drive.
Some companies prefer to go with general recruitment agencies because these agencies have hands in many different areas and the process is easy to administer.
The downside is that you do not get the quality of service that you get from a specialist employment agency Singapore because the agency doesn't have the expert knowledge of the industry.
The best recruiters in sales and marketing are, for example, experts because they are constantly networked within the industry.
Some get in touch with ten to twenty people a week about specific area roles and this will result in exclusive contacts, giving your company faster access to broader high-potential candidates.
Experts are also familiar with the best job boards in the industry and know the best way to target specific candidates in certain industries - the kind of invaluable knowledge that a general recruiter would not have.