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dealing with a recruitment agency

Dealing with a Recruitment Agency

dealing with a recruitment agency

From dealing with candidates and clients on a daily basis, a common question is how does a recruitment 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 searching for the right candidate. 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 consultant will manage the offer and negotiation stage on behalf of the client.

 

Posted by Recruitment Consultant, Sigmar on 7 December 2017

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Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Sigmar Recruitment today reports a record high number of job placements over April, May, and June 2021. The number of placements during this period is higher than any other quarter in the recruitment company’s 20-year history. Current figures are up 6% on the previous record set in 2019 before the pandemic. As one of the largest recruiters in Ireland, Sigmar has offices across the country and is present in all professional sectors. The first half of the year saw strong, consistent growth with job placements breaking all records in the month of May, with June accounting for the second-highest month ever. Commenting on the rebound of the labour market, Sigmar founding Director, Robert Mac Giolla Phádraig says: “The jobs market in Ireland has never been stronger or more buoyant than it currently is. We’re seeing several macro trends converge all at once, which is creating significant churn in the market. Remote working has literally opened up a world of new opportunities no longer bound by location. This is coupled with a rising tide of consumer confidence, as many professionals find themselves in a stronger financial position than before the pandemic. “The last 18 months has asked big questions of us all, and the humdrum of lockdown has created a desire for change which is now resulting in unprecedented numbers of people moving jobs. Employee loyalty is increasingly under question, with remote work being less enjoyable, many workers are now committed to the experience of work over the employer, adding further to the current levels of churn.” IT accounted for one-third of all job placements throughout the quarter, followed in order by Financial Services, Sales & Marketing, Accountancy, Life Science & Manufacturing, Office Support, Public Sector, Construction, Professional Services. Business confidence has also grown steadily over the course of the year, as vaccination gathered momentum. The “low-touch economy” is booming is sectors such as e-commerce, digital, and logistics. Says Mac Giolla Phádraig: “The resurgence of permanent recruitment is somewhat unique to how we’ve rebounded from previous downturns, where we typically saw flexible work return quicker.” Although the vast majority of job placement in Q2 were understandably remote, Sigmar reports that the tide is beginning to change with the majority of employers now committing to hybrid work over the coming three months. Mac Giolla Phádraig advises: “As we now choose our workplaces, at a time when the power dynamic has shifted to the employee, employers need to ensure adequate work practices to reconnect the workforce with the workplace equitably. There is an inherent risk that new workforce inequities may emerge, such as “proximity bias”, where those closest to the centre of influence get greater recognition and therefore promotion opportunities as opposed to remote workers. When it comes to individual contribution the opposite could be argued that remote workers get the benefit of having less in-office distractions and their output is therefore greater.” Mac Giolla Phádraig likens remote work to long-distance relationships, which in many cases don’t work out. “We’ve gone from “living” with our employees in an office environment to long-distance relationships, which often sees commitment recede over time. The context of location also opens up new experiences and possibilities, which are now being explored on a scale never before seen.” He adds, “if we thought the war for talent was tough, just wait for the battle of attrition. It’s now emerging as the number one challenge for businesses across the globe.”