Intro.

There’s lots of negativity about the recruitment industry. In particular on social media sites like LinkedIn. As with any industry you’ll get good and bad. Recruitment is no different. However, if you’re one of the “I hate recruitment agencies” brigade, maybe you’re using the wrong recruiter. Or perhaps using the right one wrongly?

I admit I’m not perfect. There are areas I could improve. That’s my confession, now your turn.

So, if you’re one of the “I hate recruitment agencies” brigade, have you ever considered, just maybe, you’re not using your recruitment partner properly. As a result setting yourself up for disappointment. And your recruiter to fail.

The recruitment industry

The UK recruitment industry is growing by c.9% a year. As an industry, in 2016, it was valued at c. £35.1bn, employing over 100,000. Of the 23,980 registered agencies in the country, 9,565 have a turnover of more than a quarter of a million per year. According to reports, this means the recruitment industry contributes more to the UK economy than Advertising, Arts and Recreation, and the Food and Beverage industries. That’s not to mention the value the  industry adds to the economy by enhancing productivity, across all industries, of those companies it supports.

The fact is the recruitment industry continues to grow. Within it are many different types of recruitment firms. With very different approaches to the services they offer. And in turn the results they deliver.

The competition for talent is fierce. The figures show there’s an obvious need for recruitment agencies. Furthermore, companies continue to engage them.

So why the negativity?

I hate recruitment agencies

I often see some form of hate campaign about recruiters on LinkedIn. When launched, LinkedIn positioned itself as a networking site for businesses. Those other than recruiters may not know LinkedIn sells itself, to recruiters, as a recruitment platform. Packages can cost, based on my last quote, c.£10,000 a year. The offer includes the ability to “inmail” people outside of your professional network. Judging by the irate posts, many get annoyed by recruiters approaching them through LinkedIn. These people are vocal about their annoyance.

But is it really the recruiters fault? They’ve been sold a product by LinkedIn, and therefore believe it’s fine to approach these people. Perhaps I’m biased, but I’d say LinkedIn is at fault for not being upfront about their platform from the beginning?

In researching this post I looked up the phrase “I hate recruitment agencies” on SEO Books keyword tool. It confirmed what I had thought for sometime. The UK doesn’t really get the role of a recruitment agencies. And therefore, how to use recruiters advantageously. This is in contrast to the Americans.

The results for the phrase “I hate recruitment agencies” was searched 44 times a month in the UK. By comparison in America it was only searched 11 times during the same period. To put that in to context, the population of America is estimated at 325,769,659 and the UK’s is 65,640,000. This shows how much the UK industry is disliked. But is that because people don’t really understand what recruitment agencies do and how to work effectively with their chosen recruitment partner?

Article continues 

There’s far more to recruitment than just attracting applicants to a job vacancy. That is if you want to attract the best talent, Deliver a good candidate experience. Improve your talent retention rates, & ultimately the return on your recruitment investment.

However, if you’re recruitment strategy is to only explorer the active talent pool, read how to boost your recruitment advertising campaign.

I hate recruitment agencies

Sweeping generalisations are for the narrow minded. If you hate recruitment agencies you may be using the wrong one. Alternatively you may be using the right one wrongly.

In a increasingly crowded market, most recruiters will want to provide you with a good service and build a lasting relationship with you. After all it’s in their interest to, and on a contingency basis they only get paid for their success.

The reality is you, and your chosen recruitment partner both want the same outcome. You have a position you want to fill. They want to fill it. The best way to achieve this is to work together.

Conclusion

There are lots of recruitment agencies out there. But don’t assume all work in the same way, or are capable of delivering the results you’re expecting.

When selecting your recruitment partner do you discuss how they’ll approach your assignment and agree with them what you expect. If their services don’t match your expectation, rather than being disappointed select an alternative supplier that works the way you want.

If you’re the kind of client who says “who’ve you got on your books” or “send me CV’s” and don’t engage with your recruitment partner, then expect the old throw mud at the wall and hope something sticks approach. You might both get lucky. But don’t be surprised if not. Your lack of input, and commitment, is likely to result in your recruiter giving your assignment the same levels of input and commitment.

If you engage with your recruiter, work with them properly throughout the assignment, you’ll get a much better level of service. Based on understanding of you, the softer measures of the job spec, mutual respect and most importantly commitment.

Furthermore. the candidates, both the successful applicant and the unsuccessful ones, will also receive a better service. This enhances your employer brand.

So, remember, when engage a recruiter they’re representing you, your company and brand. By choosing the wrong recruitment partner, or using the right one wrongly, reflects back on your business.

Looking for a collaborative recruitment partner, that combines multidisciplinary recruitment methods that access the passive talent pool and manages the recruitment process on your behalf?

Find out more about our recruitment services or contact us now to discuss your recruitment needs.