Do you want to hire a recruitment firm? When it comes to choosing between several headhunters, the first selection criterion that makes sense is the cost of the service. Comparing prices is indeed essential, especially since these can vary significantly from one firm to another. But if you stop there, you are very likely to be disappointed by your service provider… and by your recruitment ! It is just as essential to compare the services and skills of the different agencies. Here are 7 criteria to observe to choose your recruitment firm and succeed in your mission.

experience in recruitment

The best recruiting firm is first and foremost one that has experience in your field of activity. He will be better able to understand your issues and identify the profiles of the candidates.

To fully understand his concrete experience, here are some good questions to ask your interlocutor:

·        Do you have references to communicate to me that would be relevant to my research?

·        How long have you worked in human resources?

·        In which sectors of activity do you work?

·        Do you specialize in certain trades?

·        Do you have offices in France and Germany?

·        Who are your recruiters, their experience, their profile?

·        In my industry, what companies have you worked for recently?

·        Can you tell me about one of your last assignments in my industry? Did you have any particular difficulties? What distribution channels have you preferred?

the right network

A good recruitment firm is one that not only has a large network of candidates, but above all, a network that matches your search, your context and your needs. He must be able to distribute your offer to the right target and receive qualified applications.

For example, if you are recruiting for a top management position, do not choose a firm that works primarily with mid-level managers. Your search would not be effective. In the same way, if you are looking for a young graduate, look for an agency that is well established in large schools and universities. An agency with a good network of executives wouldn't be of much use.

To find out if the recruiting firm you are targeting has a relevant network, you can ask these types of questions:

·        What are the characteristics of your network? Which profiles are part of your networks?

·        In addition to your Franco-German dimension, do you have other specializations?

transparent communication

The price is not everything! You also need to know what the service covers and what exactly you are going to pay for.

Find out about the recruitment procedures used by the firm.

Ask for example:

·        What search channels do you use?

·        Do you practice a direct approach to candidates?

·        What does your recruitment methodology look like? Do you conduct one or more interviews with the successful candidates?

·        Is a follow-up carried out throughout the mission?

·        What skills and references do you check? How do you test language or technical skills?It is also interesting to understand the communication that will take place with your company as a customer.

Here are some relevant questions to get an idea:

·        How often do you give a progress report on the mission?

·        Will I receive reports on a regular basis (every week or every month for example) or only when you have applications to present to me?

·        Do you provide qualitative and quantitative information on the search for candidates, for example on the number of applications received or interviews conducted? Or on the contrary, do you communicate only the applications selected at the end of the search?

recruitment deadlines

One of the main reasons for using a recruitment firm is the urgency of filling a position. Recruitment deadlines must therefore also be carefully taken into account when choosing a service provider.

To better understand the practice of your recruitment firm, you can ask the following questions:

·        When can I expect to receive the first applications?

·        How many records can I expect to receive?

·        Is a period of X days, weeks or months realistic to find the right candidate?

You should also know that the difficulty of your search, and therefore the cost of your mission, also depends on the answer to these questions.

the price in detail

Here we are: the cost of the service is of course an essential criterion in the choice of your recruitment firm. It is precisely because it is important that we advise you to go and see in detail the general and special conditions and not just read the last line of the estimate.

The rates, fees and payment terms charged by recruitment firms can be a real jungle.

Do not hesitate to ask the following questions to your interlocutor:

·        What is your mode of remuneration? Do you receive a percentage fee or a fixed remuneration?

·        What are the payment terms? Retainer fee, either a deposit at the start of the contract, or Success fee, that is to say a one-time payment when the candidate is hired?

 

·        What is included in the fees? In the case of a percentage fee, is the cost of a company vehicle included in the candidate's annual income, which would have the effect of increasing the cost of the service?

possible guarantees

We do not necessarily think about it, and yet, guarantees play an important role in the contract that you will sign with your recruitment service provider.

You can ask him:

·        Does your recruitment firm offer one or more guarantees? If so, why?

·        Do you offer a candidate referral guarantee? If so, within what time frame?

·        If the successful candidate fails to integrate, do you provide a money-back guarantee or a replacement guarantee?

·        Are any of these guarantees subject to additional costs or are they limited in time?

interpersonal relationships

Finally, beyond the factual and objective criteria, do not put aside your feelings in the exchanges with the recruiter. Good communication is essential: to recruit the ideal person, you must first make it clear who you are and what you are looking for.

After a brief exchange, even on the phone, you may ask yourself:

·        Is this person trustworthy, serious and professional?

·        Is his personality compatible with me, with my company or my team?

·        Can I imagine myself working for several weeks with her?

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