HOW TO...
choose a recruitment
firm
By Sue Sherlock
Making the wrong choice when it comes
to recruiting permanent staff could cost you between one and three
times the annual salary of that position, according to Vancouver
human resources specialist Joan Harrison.
"Not only will a lot of money be wasted,
but your staff will be put through a difficult time. The time spent
training your new employee is also lost," she added.
Even when it comes to temporary staff,
making the wrong selection can hurt a business, said Dennis Wyatt,
a Vancouver human resources business partner with Chevron Canada
Ltd. "When it comes to a temporary assignment, you need a person
right away so you don't have downtime."
Choosing a recruitment firm that will
meet your hiring needs with people who are a great match makes good
business sense.
Harrison, who is on the board of the Canadian
Council of Human Resources Associations and has 20 years' experience
in the field, and Wyatt, who oversees the hiring needs of Chevron's
480-person, B.C. operation and works with various local recruiting
firms, offer tips on how to choose a recruitment firm:
 Screen
prospective recruitment agencies when you are not hiring. "You don't
want to be choosing a firm when you have a recruiting emergency,"
said Harrison.
Look
for a company whose employees want to spend some time familiarizing
themselves with your business and recruitment needs. "Any firm that
is not prepared to find out about your corporate culture, your work
environment and hiring needs won't be able to find a person who
is a good fit," Harrison added.
Provide
as much information about your company as possible. "Give the recruitment
firm everything from Web sites to brochures. Let them interview
successful employees to find out what kinds of people thrive in
your organization," Harrison advises.
Look
for a firm that is flexible when it comes to fees. Wyatt said this
is particularly applicable for agencies filling temporary positions.
"Depending on the amount of business your company provides, you
can negotiate favourable rates for temporary hires. Fees for permanent
positions are more likely not to be negotiable and are often staggered
over the recruiting process with a final payment when a person is
placed."
Expect
privacy to be a priority. "Wages and conditions are a matter of
confidentiality for most companies," said Wyatt. "Have the recruiting
firm sign your confidentiality agreements and work only with agencies
whose employees have signed their own in-house agreements."
Choose
an agency offering a high standard of service. "We expect that they
will get back to us on a timely basis with the ongoing status of
the order and are able to fill the order quickly, especially when
it comes to temporary assignments where you need a person right
away," Wyatt suggests.
Ask
how long core staff has been with the firm. "Especially for temporary
hires, when timing is tight, you want to speak to someone who is
familiar with your organization. If people are always leaving the
recruiting firm, you don't get the consistency and ability to build
relationships," said Wyatt.
Ask
about the firm's testing abilities. "Find out whether the firm can
test for the kinds of skills you need. We look for Microsoft Office
suite testing and are not so concerned with personality profiling,
credit or security checks. Testing has to fit with your needs,"
said Wyatt.
Determine
whether your specific opening requires a specialized agency. "Specialized
firms, such as those recruiting for medical positions or in highly
technical areas, are best able to serve you because they are connected
with that industry. While we work with larger, general agencies
for the most part, if we needed a special laboratory technician
for our refinery or someone in the legal area, we would seek a firm
that concentrates on these areas," Wyatt said.
Find
out if staff are certified Canadian Human Resource Professionals.
This broadly-based human resource designation, which includes training
in recruitment, is granted by the CCHRA. Among other things, the
designation ensures that the recruiter is familiar with current
workplace legislation, so pitfalls such as discrimination in hiring,
do not occur.
Find
a firm that has the same values as your company. "We put an emphasis
on employee safety, price and service and want to partner with companies
with the same policies so that we can build long-term relationships,"
said Wyatt.
How to...
get good graphic design
develop partnerships with the
Aboriginal community
maximize the impact of your
annual report
plan a successful corporate
function
foster customer loyalty
resolve (or avoid) disputes
incorporate e-business into your
small business
achieve eco-efficiency
choose the right print technology
foster teamwork in a small business
choose a recruitment firm
use coaching to grow your business
recruit Generation X
shape a solid corporate image
|
