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dealing with recruitment agency

Dealing With A Recruitment Agency – How Does It Work?

dealing with recruitment agency

From dealing with candidates on a daily basis, a consistent theme is candidate confusion as to how an agency actually works. To help address this, I’ve outlined the recruitment agency process below.

 

Stage 1: Candidate attraction

Once a recruitment consultant is requested by a client to recruit for a vacancy in their organisation, the consultant will begin candidate attraction. Candidate attraction comes in many forms, advertising the vacancy on the agency’s website, various national and international jobs boards along with an assortment of social networks. At the same time, the recruitment consultant will activate a search within the agency’s database to try and match live candidates to the position.

 

The recruitment consultant will then compile a shortlist of candidates to contact and inform them of the position, location, salary, benefits, potential start dates etc. If the candidate is interested in the position, the recruitment consultant will conduct an in-depth phone/face to face interview on the candidate to see if they fit the job description as set out by the client.

 

As a candidate, we advise you to always meet your recruitment consultant in person. It is easier to convey your experience, ambitions and motivations in person than over the phone. Also it is the starting point to building a relationship with your recruitment consultant.

 

Stage 2: Candidate Submission

Once the recruitment consultant is satisfied that the candidate is a good match for the role, the candidate will be submitted to the client.

 

Stage 3: Interview Process & Feedback

Once the consultant receives responses from the client, they will inform their candidate as to whether they were successful in reaching the next stage or not.

 

Unsuccessful candidates will return to the consultant’s active pipeline and will be provided with feedback. Candidates successfully called for interview will be informed by the consultant of the interview details (Location, Time, and Interviewer). At this point the consultant will also prepare the candidate for interview covering potential questions, dress code etc.

 

From CV submission to first round interview it usually takes one week to hear back from the client. Once the interview is complete feedback will be provided and second round interviews will be conducted on successful candidates.

 

An important point to note is that depending on the client, the time taken to give feedback on candidates may vary from client to client due to clients internal procedures.

 

Stage 4: Offer & Acceptance

 

Once final round interviews are complete an offer will be made. Offers are always dependant on the successful completion of references checks which will be conducted by the recruitment consultant. Once the reference check is complete and successful the candidate is formally offered the position.

 

The recruitment process duration will vary from client to client but the most important thing for candidates to remember is if you are interested in a role advertised by an agency fully commit to it and be sure to dedicate time to the process as it will lead to progression in your career.

 

Candidates going though an agency are at a clear advantage as they are better prepared for interview for the following reasons

  • They are pre screened by a recruitment consultant
  • They are advised on CV layout and presentation
  • They are prepared by recruitment consultants before interview

 

Posted by Ruth Tobin on 28 November 2017

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“K-shaped” Workforce Patterns Begin to Emerge with Major Spike in Flexi-labour

“K-shaped” Workforce Patterns Begin to Emerge with Major Spike in Flexi-labour

The latest data from Sigmar Recruitment’s Employer Sentiment Report suggests that most companies plan on hiring more contingent labour in order to deal with the extended market turbulence. Having surveyed 1000 Irish based companies, 91% of respondents said they are more likely to hire temps or contractors than before COVID-19. Commenting on the results, Barry Rudden, Director, Sigmar Recruitment says; “This may signify a fundamental shift in how workforces will be constituted moving forward as employers are wary of future market shocks. Whilst demand has rebounded since March, companies just don’t know how the market will react to a possible second wave of infections, topped with Brexit fears, so there are still challenges ahead for organisations and as a result they are hesitant to commit to permanent hires.” One third of all companies surveyed said it was likely or highly likely that they would increase the % of temp/contract staff they already engage. “This is the norm in early stages of an extended recovery. Seeing this trend emerge at polar ends of the labour market is indicative of a new K-Shaped labour market.” says Rudden. He adds; “When viewed, in parallel with the explosion of the gig economy in the last decade, we now see increasing demand for temporary or contract workers in most white-collar industries, not just the traditional area of office/administration roles.” Companies surveyed expected requirements for temp/contract talent to be highest across IT, engineering & life sciences, accountancy, and HR along with office/administration. Hiring on a temporary or contract basis gives organisations an opportunity to ‘try before you buy’ i.e. hiring initially on a temporary basis before converting to permanent. “Given companies’ uncertainty at present, this model is potentially a perfect solution that enables businesses to ramp up and meet demand while the future looks uncertain. At the same time, it enables jobseekers to find work quickly. In our corresponding survey of 3500 candidates, the majority said they were more likely to consider temp or contract work than before the COVID-19 pandemic struck,” says Rudden. Flexible labour in demand at polar ends of the economy; powering growth in recovering sectors and offering interim cover for harder hit sectors 91% of employers plan to expand contingent worker numbers as increasing uncertainty looms 82% of candidates would consider temp or contract positions if given more flexibility, like remote working Further, 82% of candidates said they would be more likely to consider temp or contract work if they were offered flexibility, such as remote working. This is significant change in attitude considering 60% of respondents had not worked in a temporary or contract capacity in the past two years. Rudden adds, “It likely not only reflects the impact of the current crisis in terms of people having lost employment but perhaps a wider acceptance that flexibility may be required as we move forward.” Whilst market uncertainty prevails, what is certain is that we are in the midst of an extended period of transformation in the workplace with blended workforces i.e. a mix of permanent and temp/contract staff perhaps becoming the norm. “Prior to COVID-19 there were already several examples of major multinationals with a significant proportion of staff engaged as agency temps or contractors. We predict an increase in such models being used by other businesses going forward,” says Rudden. For a copy of the report, contact Barry Rudden on +35314744612 or email brudden@sigmar.ie