5 tips for HR managers choosing a recruitment agency

Recruiting can be both a roadblock and an accelerant to a successful global expansion. Finding high-quality candidates is the key to success if you expand to new markets. But, what if the HR department is low on resources and finding hiring difficult?

Human Resources usually build relationships with recruitment firms to navigate hiring problems and smoothen the recruiting process. The relationship between HR and recruiting firms can be a fractious one, though.

Unfortunately, recruiting has an image problem; we must work hard to improve it.

This is especially prevalent in technical industries. A niche agency that provides access to candidates with critical skill sets within the ideal budget range for prospective employers seems scarce.

Many staffing firms don’t align with the values of internal HR departments or solve their problems.

This pain point is particularly sensitive at the moment in industries like energy. The 2020 Global Energy Talent Index highlighted that the sector is in a talent crisis

Of GETI’s 17,000 respondents from 162 countries

• 40% believe a talent crisis is already here
• 28% feel it will hit within the next five years.

That pressures HR managers to find the ideal talent for global expansion projects.

Common misconceptions about recruitment agencies

When HR managers consider partnering with a recruiting agency, they often encounter several misconceptions. Clearing up these misunderstandings is crucial for making an informed decision.

Here are some prevalent myths and the realities behind them:

Recruitment agencies are only suitable for filling temporary or entry-level positions

Many people believe that recruitment agencies only handle temporary or low-level roles. The best HR agencies offer comprehensive services that include permanent placements and roles across all levels, from entry-level to executive. They are adept at recruiting for industries such as IT, healthcare, engineering, and marketing, ensuring a broad scope of opportunities.

Recruitment agencies impose high fees

Many people often wonder, "how much do recruitment agencies charge?" There's a common perception that these agencies charge excessive fees. However, these fees typically reflect the complexity of the hiring process and current market conditions. Most agencies charge competitive and reasonable rates, considering the benefits they provide, such as guarantee periods, candidate replacements, and payroll services.

Moreover, the costs are often balanced by the efficiency and speed of the hiring process, which can reduce overall expenses related to turnover and training.

Recruitment agencies do not focus on candidate quality or fit

Another myth is that recruitment agencies do not prioritise finding the right fit for the company. The best HR agencies are dedicated to matching candidates not just based on skills but also cultural fit and potential for growth within the company. They employ rigorous assessment tools and methodologies to ensure candidates are well-suited.

Furthermore, these agencies have access to a vast talent pool, including candidates who may not actively seek new positions, thus broadening the search beyond conventional means.

By dispelling these misconceptions, HR managers can better understand the value that the best HR agencies bring to the recruitment process, ensuring a successful partnership and optimal hiring outcomes.

Problems with choosing the wrong recruitment agency

Selecting the wrong recruitment agency can lead to several significant problems for HR managers. Here are three key issues:

Subpar candidate placements

When an agency does not fully understand your company's specific needs and culture, they are likely to place candidates who are not a good fit. This can negatively impact team performance, disrupt the work environment, and lead to higher turnover rates.

The best HR agencies take the time to align their search with your requirements, ensuring high-quality placements that contribute positively to your organisation. 

Increased recruitment costs

Engaging with a poorly chosen agency can result in higher overall recruitment costs. Due to frequent mismatches and turnovers, these costs arise from the need to rehire and retrain new employees. Additionally, a lack of efficiency in the hiring process can lead to prolonged vacancies, which can be costly for the company. You need to know that reputed HR agencies streamline the recruitment process, reducing time-to-hire and associated costs.

By carefully vetting and choosing the right recruitment agency, HR managers can avoid these pitfalls and secure a partnership that supports effective and efficient hiring practices.

How do I find the best recruitment agencies to ensure my project is successful?

So, if you’re an HR professional, how can you choose a potential recruitment agency that will add strategic value?

As a starting point, we recommend looking at the following five factors before choosing any best HR agencies.

1. Local presence and industry experience
2. Access to pre-existing talent pools
3. Access to market intelligence
4. A focus on compliance
5. The range of services they offer

1. Local presence and industry experience

If you are looking to hire niche talent, you should work with a specialist in your industry with experience in your location.

It may be tempting to work with a large recruitment consultant based on the variety of industries they work in. But, a generalist agency may be unsuitable if they don’t understand your business in-depth.

One of the first things you should consider when choosing prospective HR manager recruitment agencies is their portfolio. Ask about the following recruitment metrics:

The companies they’ve worked with
The projects they’ve staffed
Their experience in specific regions across the globe

An experienced, reliable agency recognised among the best HR agencies will provide recruitment case studies to show their expertise.

Look for a proven track record in delivering for firms and projects with a similar scale to yours. They must also have a presence in the places you need to hire.

Some firms may outsource the hiring process to 3rd parties. This can reduce the quality of your working relationship and slow hiring. The added delays or misunderstanding of your needs can increase costs in the long term, besides being a waste of time.

2. Access to existing talent pools

Technical and engineering firms are often reliant on contingent labour. Specialist recruitment agencies work with pre-existing talent pools, greatly simplifying the entire hiring process.

This is because they have vetted, qualified candidates ready and waiting to start new projects.

Evidence of existing relationships between a qualified network of candidates and staffing agencies offers peace of mind. Both in the quality of candidates supplied and assurance of reduced hiring time.

3. Access to market intelligence

Accessing the data to make hiring decisions can be costly and resource-intensive.

Some of the best HR agencies have access to insights such as:

• Regional day rates and salaries for niche roles
• Hiring rates
• Time to hire
• Employment legislation
• Geopolitical pressures
• Talent availability and potential skills gaps

Find out if your potential partner can provide that information. Even better, ask if they can produce a talent map so you can understand the market in greater depth.

When staffing major projects, you should also ask whether your HR management recruitment agency can provide the following:

• Accommodation
• Transportation
• Specialist tooling
• Safety equipment
• Other support services

4. A focus on compliance

Compliance is one of the biggest challenges currently facing HR. This is especially true when staffing projects in regions with varying regulatory regimes.

The right recruitment partner can help companies navigate this landscape. They should understand the latest regional laws and regulations that affect workforce decisions.

5. The recruitment services they offer

Finally – and as obvious as it may sound – it's crucial to thoroughly explore the services offered by your potential HR recruitment agency. This evaluation will help you determine if they align with your broader expansion plans.

With many companies now embracing remote work, finding the right candidate has become more challenging due to roles and candidates being spread across the globe. A remote recruitment agency can help alleviate some of this stress by leveraging its expertise in managing global recruitment and providing seamless remote hiring solutions.

When assessing a recruitment agency, hiring managers should consider asking the following key questions:

• What does their recruitment process involve?
  Understanding their approach can give you insights into how effectively they source and select candidates.

• Do they rely on the same job boards and active talent pools you can access?
  It's essential to know if they have unique methods and tools for reaching both active and passive candidates, especially for niche roles.

• Do they operate on a contingent or retained basis?
  A retained consultant may be more suitable for niche positions, offering a more in-depth understanding of the role and using various techniques to find the right fit.

• Can they handle international mobilisation?
  If your projects span multiple regions, from Europe to Asia to the Americas, you'll need an agency capable of managing safe, compliant global workforce movements to ensure minimal disruption.

• Do they offer additional HR services?
  Beyond recruitment, you might require comprehensive HR support. An Employer of Record service can manage employment contracts, payroll, and tax, which is particularly beneficial when expanding into new markets without establishing a local business entity.

By asking these questions and carefully considering the agency's capabilities, you can find a recruitment partner that meets your needs and supports your strategic goals, especially in navigating the complexities of remote work and international expansion.

Key takeaways - how to choose a recruitment agency to find top talent

When you want to expand globally and require niche talent, the type of recruitment agency you choose can ultimately help you - if you choose carefully.

Here are our key takeaways to consider:

• Look for a specialist that will understand your needs in depth
• Ensure they have the capability and experience to deliver in the hiring location
• Ask which other services they can provide to ensure you remain compliant

Airswift has a 93% fill rate and works with leading technical and engineering firms on strategic global projects.

Ours is a truly personable and specialist recruitment service. We pride ourselves on our customer service to HR departments when they expand their workforce.