29 Aug

How to Evaluate Recruiting Firms

Posted by John Brandwagt

If you’re going to trust a recruiting firm with the crucial job of finding your next employee, you should understand and evaluate their key metrics to ensure that you’re getting the most out of your money. Much like any other type of service provider, some firms are more worthwhile than others—and you need to know how to tell the difference.

Recruiting firms can save you both time and resources during the hiring process, but only if you partner with the right one. If you’re not familiar with the staffing business, this part can come as a bit of a challenge. Here are a few tips and tricks on evaluating recruiting firms—and how you can make the most out of your partnership with them.

Look for the Experts

While it might be tempting to find a generic staffing firm to help you with your hiring needs, it’s going to pay off if you put a little bit more time and effort into researching a recruiting firm that specializes in the job that you’re looking for. This element can be the key to finding the best candidates for your position, as a firm with industry knowledge knows exactly what to offer top talent.

Customer Loyalty and Retention

There’s a stark difference between a firm with a lot of customers, and a firm with a lot of loyal customers. A recruiting firm with cheaper prices and a snappy marketing plan may have a wider reach of partners, but if none of their customers have stuck around for more than a few years, it might be time to look elsewhere for your staffing needs.

The best types of staffing firms are in the business of building relationships, which means that they will have invested a lot of time and energy into forming a bond of customer loyalty. Making an inquiry about the firm’s longest standing customer relationship can be a great indicator as to how well they’ll treat you throughout the entire hiring process.

Placement Success Rates

A recruitment firm can boast a large number of placements in their history, but that number might not actually mean much if the candidate fails in their role in the business in less than a year. Employers want to know that their training investments are going to stick with their new recruits, and the first step to making this happen is to find a recruiting firm that is interested in making a match that is successful long-term.

The best way to evaluate this area of a recruitment firm’s history is to inquire about the percentage of temporary-to-permanent conversions. If the number of candidates who are successfully hired on after a part-time placement within their organization is high, it’s a pretty good indication of the recruiting firm’s skill at matching up the right candidates with the right businesses.

Search Processes

An agency is only as good as its search processes. There are a number of recruitment strategies and tools available in the market today, but is your firm using them successfully? The best types of firms utilize a number of sources from a variety of different strategies to maximize their reach and therefore the possibility of the right match.

Using new techniques along with the tried-and-true methodologies helps with this, but it’s also their screening processes and testing procedures that are important to look into. A solid procedure is required to get the best results, so asking your recruitment firm about how they screen their candidates before they’re matched with businesses is a great practice to ensure you’re getting the best service possible.

7 Things You Need to Know About Working with IT Recruiting Firms

John Brandwagt

John is a Practice Leader at Inteqna. He’s been working in IT Search in Calgary since 1997. He works best with selective job seekers—those who excel at what they do and enjoy their current jobs. Since they don’t have time to look for themselves, he helps them find their dream jobs. From a client perspective, he helps organizations find the talent that will propel their business. John is involved in several of Calgary’s technical user groups and has held board roles in non-profit groups. He is a single dad of four boys who try to beat him at every physical activity from hiking to rugby.

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