What Shouldn’t You Be Addressing a Recruiting Agency with?

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Sometimes, we get queries from clients, which we can’t fulfill even with great desire. There are several reasons for that.

1. Firstly, recruiting agencies are not an integral part of a company, so they can’t decide on strategically important questions but can share recommendations. 
2. Secondly, some of the tasks require HR expertise and have nothing to do with recruiting. 

That’s why we decided to cover the topic of the issues recruiting agencies CAN and CAN’T solve for your business.

Top Responsibilities of Recruiting Agencies

Let’s start with what we are glad to help you with!

1. Scaling within Tight Deadlines

If you see that your business is close to its next level and need to hire an entire department of professionals, it’s the job for an agency! We can guarantee high-quality and fast results, as we have all resources for that — the team of professionals, access to expert channels, and managing the right tools for finding strong candidates of different levels.

2. Increasing the Flow of Candidates

If you have a vacancy opened, but very few people respond to it for reasons unknown, address a recruiting agency. We possess the necessary know-how to solve this issue. Candidates will sprinkle as if from a cornucopia — you need to just have time to look through new resumes. Noteworthy, each candidate undergoes initial processing, that is, we send you only the most suitable resumes.

3. Closing a Difficult Position

No matter if you have an internal recruiting department or not, some positions may be very difficult for even senior specialists. For example, there might be narrow vacancies and only several specialists in this profile in the country.

Agencies commonly have a huge network of contacts and established relationships with candidates from various spheres. Also, agencies store databases of everyone they have ever contacted, so it can be your magic wand when processing a really difficult position.

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What Problems Do Recruiting Agencies Not Solve?

Clients often ask us to handle issues that are out of the responsibility zone of average recruiting agencies. Still, agencies can’t solve them not due to a lack of expertise or the will to help businesses. Solving them is almost impossible, as agencies have little access to the company’s internal processes.

1. You Don’t Know What Candidate Your Need

There can be cases when companies can’t decide who they need. For example, there were cases when a business needed a project manager, but later it turned out that they wanted a manager and developer in one person. Such vague ideas about future employees lead to the fact that recruiters are looking for candidates who – all as one – do not fit.
Solution: From an agency point of view, we can carefully listen to the client’s requests and recommend them to create a specific vacancy. Still, company managers should know who and why they are hiring, what contribution this employee will make to the development of the business, and how the vacancy and position will be named.

2. You Have Internal Recruiting Issues

Once agency recruiters pass candidates’ resumes to the company, internal specialists process them. Agencies can’t be responsible for anything happening inside the company office. Frequent failures with candidates who were supposed to fit a specific position might signalize about internal recruiting issues.

Solution: Firstly, the business should find a point when everything goes wrong and collect feedback from candidates to learn from mistakes. Secondly, as an agency, we can help you discover the problem point or enhance the internal recruiting or HR process, still, this is out of our responsibility zone. All in all, the reason for repeated rejections are often hidden inside the company itself.

3. You Can’t Deal with the Candidates Flow

When the number of resumes received significantly exceeds the number of people who can process such a stream, this problem arises. There is not enough time to process each candidate, so the process is delayed. 

In the end, top professionals can accept competitors’ offers faster than you get to them. No one wants to wait long, especially candidates who are in search of a new job. They simply cannot afford a long wait. Moreover, a dense stream of resumes may also cause issues for employees who will burn out due to the tons of work.

Solution: We highly recommend hiring more in-house recruiting specialists if you see that the situation will shortly come out of control. This may be a project-based job, if you don’t have such a flow of candidates all year round. Some agencies offer services of outsource recruiting and HR departments, if you need extra hands.

Also, you have to provide clear management so that specialists have deadlines for checking resumes and making decisions. At the agency, we can supply many candidates who meet your requirements, still, you have to process each of them in-house.

Alternatively, you can narrow focus when searching for candidates so that agencies send you only best matches, which will provide you with room for processing them.

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Conclusions

To save your time and effort when searching for new team members, ask yourself a couple of questions:

• Can an agency actually solve my issue? (See our three main responsibilities)
• Is everything in my company okay with the HR and recruiting department and will it be able to process all incoming candidates?

If the answer is ‘Yes’ to both of them, we are waiting for your inquiries! ?