It’s no secret that for a substantial number of years the words ‘Recruitment Agency China’ have perhaps been a little more than a tarnished phrase amongst companies and hiring managers.
However, despite facing growing competition from advances in IT software, legislation changes, and in certain sectors growing skills shortages in the labour market, the recruitment agency industry is continuously expanding, with a noticeable shift towards many businesses creating a ‘partner’ relationship between employer and agency.
Can using a recruitment agency help find & attract talent?
There has been an apparent rise in the number of in-house recruiters within companies over the last few years.
The has primarily been fuelled by employers’ belief that an internal recruiter is able to gain a deeper understanding of the business and its values, and should therefore have the ability to find a candidate that would really fit in with the company culture.
However, an agency recruiter has a lot of contact with either specific or multiple industry sectors and a will have a greater understanding of trends and potential candidates, versus an in-house recruiters limited scope.
Because of this contact with a wider breadth of industry, agency recruiters have the expertise and connections that in-house hiring managers usually do not have.
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Perhaps one of the biggest issues with opting for in-house recruitment is the level of staff turnover ~ Does it really warrant the need to have the additional salary of an in-house recruiter in the first place?
If a company does not need to hire employees regularly or requires more flexible and temporary staff (which is often the case in manufacturing industries experiencing peaks and troughs in output for example), it is not often feasible to coordinate this in-house.
In-house recruiters simply have very limited resources available to them in which to fulfill diverse hiring needs and it may consequently become a much lengthier task than if it had been outsourced to a recruitment platform like Flink Recruitment Platform.
With the economy as fragile as it is, a lot of companies are seeing the importance of hiring wisely from the outset, hiring only the best talent they can find.
Recruitment is a skill that is therefore integral to the future success of a business, added to this, recruitment techniques are becoming increasingly reliant upon digital means of contact between candidate and recruiter.
And there’s a further catch to in-house recruitment…
The UK is experiencing a period of record employment levels combined with ever growing levels of apparent skills shortages.
In fact the Open University Business Barometer 2018 report , reveals that the majority of the surveyed organisations in the UK (91%) struggled to find workers with the right skills over the past 12 months, and three in five senior business leaders surveyed (61%) report the skills shortage has worsened over the past year.
Why does this matter?
It’s a combined recipe for time consuming and costly recruitment campaigns!
But that’s not all…
Statistically you’re more likely to have access to the best job-seekers on the market (both active and passive) by using a recruitment agency. Professionals that are currently on the hunt for new career opportunities are more likely to register with a recruitment agency.
In addition, recruitment consultants not only know how to search the current talent pool for specific CVs but they are also well versed in what it takes to get a job advert to rank high in candidate online job searches.
“Knowledge that is only obtained from having worked in the recruitment sector.”
But how does using a recruitment agency help find top talent candidates?
Whether they have a multi-sector approach or are more specialist, most recruiters help employers find the best possible talent as candidates for their roles by using a combination of these following techniques:
1. Jobs Boards and Career Sites
Recruiters often rely upon sites such as indeed, Monster, CV-Library, and TotalJobs to find candidates who aren’t in their internal applicant tracking system.
Unlike an in-house ATS, which has a limited resource, containing the CVs of candidates who have applied to jobs at the agency or sourced by a recruiters other activities, job boards and career site databases contain millions of CVs spanning different industries, experience levels, and geographical locations.
They are a gold mine for recruiters trying to find the perfect candidate for a role.
Job boards know this and as a result offer massive recruiter only price reductions for using their sites.
One of the most popular recruiting and job hunting tools these days is LinkedIn because of its ease of use and vast number of users (2 new users every second!).
LinkedIn makes it easy for recruiters, who usually have a Recruiter account, to search for candidates based on their work history, job title, or college. One of the primary advantages for recruiters is finding qualified candidates on LinkedIn who would otherwise be impossible to locate because they aren’t actively looking for jobs.
3. Applicant tracking systems & AI
At some point in their search (in most cases their first port of call), most recruiters will run keyword searches to find candidates in their internal applicant tracking system (ATS).
ATS software parses CVs submitted to the agency and stores the information in the agency’s database.
When a recruiter has an open role, they can easily run keyword searches in the ATS and the in-built AI will populate and rank a list of candidates whose CVs contain those keywords.