Recruitment is a tough and competitive market, leaving very little room for cowboys and recruitment businesses to offer an inferior quality of service.
The truth remains however that many recruiters still think that it is acceptable to offer their clients poor levels of service and blatantly flout the laws which regulate our profession – which in turn not only loses them business but in the long run also causes irreparable damage to the reputation of the recruitment industry as a whole.
Defining yourself as the best
In working out what best practice means for your company, you will make mistakes and your attitude towards what is critical will change. Any best practice expert will tell you, the best place to start is self-examination - look at your relationships with people, your finances and your business practices. If you don't take the time to really step back and look at your business, you run the risk of not keeping up with change.
Recruitment Business Solutions's Mentoring services and executive coaching services are key to this, and you can call us right now if you wish to discuss either of these in more detail on 07712 477342.
Whenever possible always try and conduct a full face to face candidate interview. If you are unable to conduct face to face interviews, ensure that you still give the candidate a full telephone interview and take up all reference checks and qualification checks where appropriate In the event that you have not been able to meet the candidate personally or have not been able to acquire references or qualification certificates back before sending your client the candidate – this is acceptable but make sure that you inform your client of the situation, so they can see what you have at least taken reasonable steps to ensure best practice. Never take up formal or informal references for the candidate until they have given their permission and referees have been agreed. Gain the relevant candidate Permissions When you register a candidate they should always be presented with a candidate declaration and data protection statement to sign. By doing this you are ensuring that they know that you will be acting as an agency, charging your clients a fee for placing them and that you will be storing their personal data and sharing that information with third parties. It is essential and a legal obligation to ensure that you do this. In addition to this it is essential that you always reach a clear understanding with the candidate on the procedure for submission of their CV, and to obtain the candidate’s agreement as to which companies their CV should be sent before forwarding their CV to those companies.
Make sure that candidates know when to expect contact from you or that it is their responsibility to call you and not the other way around. Where clients are concerned keep your calls relevant and necessary with a valid reason for calling on each occasion and advise them of when you will next be calling at the end of each call and stick to it!
Ensure each client and candidate knows which individual within the consultancy is their main contact and to notify them of any changes thus maintaining continuity and standards of service. Make sure your clients are well-informed Prior to accepting an assignment, to provide each client with a full, written explanation of the relevant consultancy services provided, together with costs, including expenses, where applicable and terms of business.
These terms must include details on rebates for clients if the occasion arises that a candidate decides to leave their post after a short period of time (length of period to be agreed on an individual basis by client and recruitment consultancy). Inclusion of payment terms and penalties for not paying on time should also be included in this correspondence to avoid any confusion later on.
Visit wherever possible
Visit your clients and Prospects whenever possible Wherever possible always visit your clients before starting work on any positions. This way you can start to build your relationships early and develop a genuine understanding of their business and working environment to ensure the best possible fit of staff through your introduction. Only ever advertise a genuine vacancy that they have been asked to fill. Only ever undertake assignments / vacancies where the client’s requirements are genuine and clearly understood by your business. Observe the law when placing advertisements If you are going to advertise your vacancy or assignment be sure to check that you have all of the legally required information included on the advertisement, including whether or not you will be acting as an employment business or employment vacancy for the placement of that role. Go the extra mile Always be seen to go the extra mile – Visiting clients, running down job specs to them, dropping candidates off for assignments, collecting timesheets from the workers on a Friday – it’s the little things that count!