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Recruitment Agency v Going it alone …

In this highly competitive market, there are thousands of individuals seeking employment, many with excellent credentials and experience wanting to maximize their chances of securing that ideal role. But what is the best, most efficient approach to obtaining that all important interview? Use a Recruitment Agency or apply direct?

Many job seekers will use a variety of approaches – registering at Recruitment Agencies - sometimes at many agencies, checking the “Career Pages” of the websites of desirable employers, registering for job alerts as new opportunities are released, speaking to contacts for referrals or calling a desirable employer directly.

But what are the benefits and potential pitfalls of each approach?

A pro-active and efficient Recruitment Agency will be up to date on a candidate’s availability and status; will have a clear understanding of where they want to be; their aims and ambitions and the most relevant/desirable industry sectors for them based on their experience. It is important to keep in touch, have regular dialogue either in person, by phone, e-mail or text so that when a new role comes in, the Recruitment Agent is in a position to act quickly to get their candidate onto that all important first list of potential candidates being considered by the employer.

How well does the Recruitment Agency know the candidate / know the employer?

To maximize the chances of securing an interview with an employer that plays to a candidate’s strengths and personal values, it is crucial that the Recruitment Agent knows the candidate and the employer, their client, well. Matching a candidate with an employer is an essential part of providing excellent service to both candidates and clients. It is not a numbers game. Recruitment can change lives, set individuals on new paths and experiences, introduce them to new relationships and opportunities.

Many employers will request a summary for each candidate from the Recruitment Agency, providing an opportunity for the Agent to highlight the candidates’ key strengths, ability to deliver the role, add value and a brief personal description. Knowing a candidate well is essential for the Recruitment Agent to provide an accurate assessment and recommendation and a good Agent will go that extra mile to promote an excellent candidate to their client.

So, how well does your Recruitment Agent know you? Demand the highest level of service from them – or change Agency!

Larger organisations will regularly have vacancies of a similar type and grade, often in different departments and consequently handled by different HR Managers. A good Recruitment Agent will have relationships with many HR Managers within a client organization, have knowledge of roles before they are released and be able to recommend new roles to candidates across the organisation as they come in.

Rules of Engagement: PSLs

There are strict rules for managing candidate recruitment in a lot of businesses. Many employers operate a “Preferred Supplier List” (“PSL”) for their Recruitment Agencies. Agencies on their PSLs will have been vetted by the employer before they are able to join the List and recruit for them. When signing up to the PSL, the Recruitment Agency and the employer agree a contract that also determines how long a Recruitment Agent can represent each candidate for with that particular employer.

‘Locked-in’ candidates

A Recruitment Agency should always gain a candidate’s agreement before they submit their CVs to an employer. Once a Recruitment Agency has registered a candidate at an employer – usually by registering a candidate on a CVs database, the candidate is effectively ‘locked-in’ with the Recruitment Agency and the employer for a period of between three and six months. That means that only the Recruitment Agency who has registered the candidate’s CV can earn a fee if they are placed at that employer – in any department, at any time until that contract has ended.

Unscrupulous Recruitment Agents

Unfortunately, it has been known for unscrupulous Recruitment Agents to register candidates without their knowledge in order for them to ‘lock-out’ all other Recruitment Agents for that candidate and their client. It can be very difficult to find out if this has happened due to the tight rules and regulations around data protection and client/agency confidentiality. The Recruitment Agency does of course, run the risk of being kicked off the client’s PSL if they are found out! Candidates should insist that all relevant roles are discussed with them before CVs are submitted to an employer.

Operating this ‘locked-in’ approach, does stop duplicate submissions of candidates by Recruitment Agents, but it also means that candidates must rely on the Agent to be pro-active on their behalf or they may miss out on other potential roles at the employer. This could happen if the Recruitment Agency a) isn’t up to date with a candidate’s situation b) doesn’t match the candidate to the roles as they come in, in a timely manner c) doesn’t contact the candidate about the roles, d) doesn’t hear about the roles in other parts of the business or, e) isn’t given the role by the employer.

The best way to get around this, is either to change Recruitment Agency or keep on top of new roles by monitoring the Careers Pages of desirable employers and then chasing the Recruitment Agency to submit an application for roles on their behalf.

There are a few employers that operate a system whereby they ask the candidate which Recruitment Agency they would like to represent them. This approach ensures that the candidate and the client receives the best possible service from the Recruitment Agent because if they don’t do a good job, the candidate will not recommend them and they will not earn a fee!

Applying direct

A candidate may decide that applying direct to a desired employer via the careers pages on a company website is the best approach. However, this also has its pitfalls …

Sending a CV directly to a potential employer, means that the candidate is not pro-actively represented by a Recruitment Agency who will have a direct relationship with that employer and the HR staff responsible for recruitment.

The candidate will rely on the employer to spot their CV amongst the hundreds or thousands of CVs it receives. The candidate will not always have a contact name at the employer to follow up with and these people can be very difficult to reach. The candidate will not have had the benefit of a discussion with a Recruitment Agent who will know the client well, can talk through the role, the culture and prospects and can highlight the candidates’ key skills and suitability for the job and employer.

Implications of registering directly

Once a candidate has registered their details directly with an employer via their website, they effectively ‘lock-out’ all Recruitment Agencies with that employer for a period of between six and twelve months. That means that even if a Recruitment Agent spots another ideal role for a candidate at the employer during that period, the Agency will not earn a fee if they were then to successfully place the candidate there. It is unlikely, therefore, that a Recruitment Agent would discuss roles with candidates at employers where they have already registered their details. Candidates must just hope that they are selected by the employer from all of the CVs it receives and continue to apply direct.

There are many pros and cons for each approach. Candidates must weigh up whether to go it alone or use a pro-active Recruitment Agent who has a relationship with the employer.


Ashley Nicholls
Founder & Director
The Recruitment Site Limited
www.therecruitment-site.com
ashley.nicholls@therecruitment-site.com

Ashley has more than 15 years’ experience working as Head of Marketing, Business Development, Clients and Strategy within Professional Services businesses. She launched The Recruitment Site Limited in 2009 to provide a personal, knowledge-based service supplying marketing, business development and support staff to Professional Services firms across the UK.