There is a good chance that as a hiring manager you will have to face the question at some point as to whether or not to use a recruitment agency (such as EPQ Recruitment) or posting on a job board to receive direct applications. This article will cut through all the noise and clearly identify the pros of both using a recruitment agency vs handling direct applications yourselves so you can decide the best course of action for your business.
The Pros of using a Recruitment agency
1.Recruitment agencies save time and resources.
Recruitment can be a time-consuming and resource-intensive process. Recruitment agencies save time by taking on the time-consuming tasks of advertising, resume screening, candidate sourcing/headhunting, chasing references, and preliminary interview screening - and that is not considering all the communication and admin that goes into managing candidates through the process. Organisations that want to focus on their core operations may choose to outsource their hiring efforts to a recruitment agency where they can benefit from the improved competency of a specialist agency. This can allow a busy HR (Human Resources) manager to save time and resources that could be spent on more profitable areas of the business. When considering the entire recruitment process and the time and money spent, and the loss of productivity within the business, even though there is a direct fee payable, many businesses find this is outweighed by the indirect savings thus making the opportunity cost overall cheaper.
2.Hard to fill roles.
Roles that hard to fill such as those within niche industries, technical fields or executive level positions can benefit from a recruitment agency with expertise and networks within the given industry, allowing them to identify, target and headhunt top talent candidates that may not be readily accessible simply through broader based direct application methods such as job boards. Furthermore, recruitment agencies are experts in conducting DBS (Disclosure and Barring Service) and SC checks on candidates for roles which require specialist checks on candidates often saving weeks of chasing and delays.
3.High volume hiring
Organisations that need to hire a lot of candidates within a short time frame, such as during peak seasons or for project-based work, can benefit from the efficiency and scalability that a recruitment agency can provide. They can handle the high volume of applications, screen candidates, and manage the recruitment process at a much more cost-efficient level than if many organisations tried to do so internally, furthermore recruitment agencies may offer partial refunds if recruits do not work past a certain time/probation period.
Many recruitment agencies hold pools of candidates with whom the agency has built up a relationship, complete with appropriate checks and references, this allows the agency almost immediate access to pool of appropriate talent allowing them to fill large positions quickly. This is particularly useful if, as an employer, you have an immediate need as ‘temp to perm’ and temporary workers will often initially be engaged and paid by the agency until you are satisfied with them and their workload. Thus, again reducing your HR workload.
4.Immediate access to expansive recruitment networks
Organisations with limited recruitment networks such as startups or organisation expanding into a new region can use a recruitment agency to leverage their extensive networks, databases, and industry contacts to identify and connect with potential candidates.
Companies that require confidentiality through their hiring process such as when replacing sensitive roles e.g., key executives can use recruitment agencies to add a layer of secrecy. Recruitment agencies can handle the process discreetly to protect the client organisations hiring information leaking to competitors.
The Pros of Direct Application
Direct application does not involve payment to commission to be paid to third party and as such can be attractive option for organisations with little to no budget to put toward the recruitment process, although the time taken to recruit yourself has a resource and time cost that is often overlooked and not fully considered.
The positive side of having to control and monitor the entire process is that… you can control and monitor the entire process. This allows hiring managers to follow up on application based on their own preferences and timeline, ultimately placing full control of the recruitment process in the hands of the organisation, instead of having to rely upon the expertise of recruitment agencies. However, this can lead to unconscious biases and emotional candidate selection as the impartiality of an agency is removed.
3.Direct engagement with employers
Direct application gives the candidate and the organisation the ability to engage with each other and build report immediately, allowing the hiring manager assess aspects such as personality at an early stage. This allows the candidate to build a relationship with the employer from an earlier stage, allowing them to showcase their skills and negotiate job offers directly.
Hopefully, this has helped you as a hiring manager understand the pros of both using a recruitment agency vs direct application. Both have their place depending on the needs and capabilities of the organisation (such as if the organisation already has a dedicated recruitment department) and context of the industry in which it is recruiting in (for example if it is highly specialised scientist role). If you still have questions about whether a recruitment agency is right for you, why not contact us for free at EPQ Recruitment at email@example.com or call us on 03334441120.
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