Recruitment is no longer about being bombarded by CVs from the recruitment agency in the hope that at least one candidate may suit the bill. Selecting the wrong agency may be just as destructive to our business as trying to do it alone and continually hiring the wrong people. At the same time, historically relationships between employers and recruitment agencies have been marred by a range of pressures and degrees of mistrust from both sides. We found most issues are largely cantering on relationships between HR and recruitment agencies and the issue of performance evaluation.
- How is the overall recruitment agency market in China in terms of quantity and quality? Who have the capabilities to serve the Enterprise’s leadership and critical skill hiring needs?
- What are those effective business behaviors by agencies?
- What are HR's key selection criteria for choosing an agency? What is the rationale behind organisations' different choices of recruitment agencies?
- How to build a strong partnership relationship between client organization and agencies and how can an agency really add value to client's sourcing strategy?
- What are the differences between building ongoing relationships and satisfying ad hoc recruitment needs? How can an ongoing relationship best add value to the employer branding process?
- What are the implications of quality over quantity when choosing an agency and building a relationship?
- How do HR, business leaders and agencies become and remain involved and engaged with each another?
- How does HR measure agency performance?
- How do HR and recruitment agencies maintain effective communications?
- If problems arise between HR and agencies, how should they be resolved?
- What incentive scheme for agencies will motivate them to specialize in critical skills in terms of primer bonus for critical skills and leadership hires?
- What could a more flexible process with procurement be set up to meet business needs (adding agencies, paying agencies on a different scale for critical skill hires, evaluating agencies, etc.)?
- What changing environmental trends and developments are affecting the relationship between employers and agencies? And how might these changes shape the way in which both parties might work together in the future?
In this article, I would like to focus on only one part of agency management system - agency selection and key criteria. Since there is no authoritative data in China market to assess agency's capability, we could use the following model to evaluate agency's match with your organization based on quantitative vendor assessment. The methodology is to evaluate agencies from 2 main dimensions: Alignment with business objective and satisfaction level among existing client organization. The following form and charts provide you a tool kit what aspects you should think and what areas you should measure.
Comments/Recommendations: Enter analysis of above data and recommendations based on quantitative vendor assessment.
Notes: Scale – 1 (the lowest) to 5 (the Highest)
The overall score = Business Score X Business Weight + Satisfaction Score X Satisfaction Weight
Overall Rating:
